A STUDY OF WORK-LIFE BALANCE OF THANE AND NAVI

MUMBAI REGION CONCERNING DEMOGRAPHY OF

INFORMATION TECHNOLOGY (I.T.) INDUSTRY
A
THESIS
SUBMITTED TO
SHRI JAGDISH PRASAD JHABARMAL TIBREWALA UNIVERSITY,
VIDYANAGARI, JHUNJHUNU, RAJASTHAN,
FOR THE DEGREE
OF
DOCTOR OF PHILOSOPHY
IN
COMMERCE

By
MR.MANOJ SHIVDAS WAGH
Registration No: 28517140
UNDER THE GUIDANCE OF
DR. HARISH PUROHIT
(REG.NO. JJT/2K9/CMG/1184)
DR. SHRADDHA MAYURESH B HOME
(REG.NO. JJT/2K9/CMG/787)
DEPARTMENT OF COMMERCE
SHRI JAGDISH PRASAD JHABARMAL TIBREWALA UNIVERSITY,
VIDYANAGARI, JHUNJHUNU, RAJASTHAN – 333001

2019 – 2021
 DECLARATION BY THE CANDIDATE

I declare that this thesis entitled “A STUDY OF WORK-LIFE BALANCE OF

THANE AND NAVI MUMBAI REGION concerning DEMOGRAPHY OF
INFORMATION TECHNOLOGY (I.T.) INDUSTRY” is my work conducted
under the supervision of Dr. HARISH PUROHIT and the co-supervision of Dr.
SHRADDHA MAYURESH B HOME approved by the Research Degree Committee
of the University and that I have put in more than 200 days/ 600 hours of attendance
with the supervisor.

I further declare that to the best of my knowledge this thesis does not contain any part
of any work which has been submitted for the award of any degree either by this
university or by any other university/ deemed university without a proper citation.

(Signature of the candidate)

Name: Mr. Manoj Shivdas Wagh
Registration Number: 28517140

I
 CERTIFICATE OF THE SUPERVISOR

It is certified that this work entitled “A STUDY OF WORK-LIFE BALANCE OF

THANE AND NAVI MUMBAI REGION concerning DEMOGRAPHY OF
INFORMATION TECHNOLOGY (I.T.) INDUSTRY” is an original research
work done by MR. MANOJ SHIVDAS WAGH under my supervision for the degree
of Doctor of Philosophy in COMMERCE to be awarded by SHRI JAGDISH
PRASAD JHABARMAL TIBREWALA UNIVERSITY, JHUNJHUNU,
RAJASTHAN, INDIA and that the candidate has put the attendance of more than
200 days/600 hours with me.

To the best of my knowledge and belief this thesis

I. Embodies the work of candidate himself/herself,
II. Has duly been completed,
III. Fulfils the requirements of the ordinance related to the Ph.D. degree of the
University and
IV. It is up to the standard in respect of both content and language for being referred
to the examiner.

Signature of the Supervisor (with stamp)

Name: Dr. Harish Purohit

II
III
 CERTIFICATE OF THE CO-SUPERVISOR

It is certified that this work entitled “A STUDY OF WORK-LIFE BALANCE OF

THANE AND NAVI MUMBAI REGION concerning DEMOGRAPHY OF
INFORMATION TECHNOLOGY (I.T.) INDUSTRY” is an original research
work done by MR. MANOJ SHIVDAS WAGH under my supervision for the degree
of Doctor of Philosophy in COMMERCE to be awarded by SHRI JAGDISH
PRASAD JHABARMAL TIBREWALA UNIVERSITY, JHUNJHUNU,
RAJASTHAN, INDIA and that the candidate has put the attendance of more than
200 days/600 hours with me.

To the best of my knowledge and belief this thesis

I. Embodies the work of candidate himself/herself,
II. Has duly been completed,
III. Fulfils the requirements of the ordinance related to the Ph.D. degree of the
University and
IV. It is up to the standard in respect of both content and language for being referred
to the examiner.

Signature of the Co-Supervisor (with stamp)

Name: Dr. Shraddha Mayuresh B home

IV
 ACKNOWLEDGMENT

I am indebted to Shri. Jagdish Prasad Jhabrmal Tibrewala University, Jhun

June, and Rajashthan for enrolling me for the Ph.D. program and for giving me an
excellent opportunity to carry out this research work. And I am also indebted to my
College and Management, Satish Pradhan Dnyanasadhana College, Thane for
encouraging and supporting me and extending all the infrastructural support in
completing my work and enabling me to accomplish my goal.

First big thanks to my guide Dr. Harish Purohit for being a kind and warm person.
His wisdom, knowledge made me work on this work. I also thank my Co-guide, Dr.
Shraddha Bhome, Vice-Principal and Co-ordinator of Accounting and Finance
Department of my college Satish Pradhan Dnyanasadhana College, Thane. She had
always been cooperative during my research work. She was humble and kind to give
me and spared her precious time to guide me for all these years.
I would like to express my gratitude for the valuable guidance and support of Dr. S.B.
Mulye for his statistical expertise provided in my work. I shall always be indebted to
him for his kind and gentle approach towards my queries, and for the time he spared
for curiosity.
I lovingly thank my parents, siblings, my wife, and my child for understanding me
and giving me time to finish my work. I shall always be grateful for their caring
efforts towards my endeavor of perusing a doctorate. It is only their blessings that
made it possible.
I am also thankful to Dr. D.B. Bhangade and Dr. Rajesh Bhoite for helping me at the
needed phase of my research work.
I Remain grateful to all the college faculty, administrative, and menial staff who
directly or indirectly supported me during these years.

V
 ABSTRACT
The idea behind choosing a research title related to work-life balance is very personal
as well as related to all those who are employed in the service industry and have to
manage their jobs as well as family. Today, being in the technical world and
maximum working hours in the form of flexible work culture, it is obvious to have
conflict about managing work and family at the same time. The objective of the study
is to find out the Work-life balance of the IT sector employees. Being into service-led
industries, employees for the IT sector are always into work and give their
concentration on jobs. Meantime, family duties and responsibilities are their
accountable. In this case, it is necessary to understand, what they should do to balance
both and have stress free life. The data is collected from IT sector employees working
from fifteen IT firms located in Thane and Navi Mumbai region. Total 503 responses
are collected and on that basis, the results are shown. Almost all the questions are
asked in the form of statements by using the Likert scale. The scale is used to record
their feelings and expression on the statement, related to their work and family
matters. Total 37 statements are used to collect the data and accordingly tests like
Kruskal-Wallis Test, Mann-Whitney U Tests, Factor analysis, SEM model is used to
find out if there is an association between different variables or not. In many cases,
there is found a significant association between variables selected such as
demographic variables i.e Gender, Income, distance traveled, experience, family size,
etc, and work-life balance. Even the association is found between many variables such
as work culture, family timing, and consideration from an organization, personal
liking, and many more.
Finally, results are derived with the thought of giving suggestions to the organization
as well as employees to maintain a work-life balance. Employees are asked not to take
stress, spend leisure time, spend quality time with family, get skills of finishing work
on time and leave offices early, to discuss with peers, to work in a group, to have
raised morale, and get motivated from organizational policies. Welcome challenging
work and keep a good balance between work and family so that nowhere they hold
irresponsible and unaccountable. Work-life provides livelihood whereas family life
provided peace and courage. So the work-life balance should be a priority for both
organizations as well as employees.

VI
 INDEX

Sr.No. Name Of Content Pg.No

1 Declaration by the candidate I

2 Certificate of the Supervisor II

3 Certificate of the Co-Supervisor III

4 Acknowledgment IV

5 Abstract V

6 Index VI

7 List of Tables XVIII

8 List of Charts and Diagrams XXVI

9 List of Map XXX

10 Abbreviations XXX

CHAPTER -1 RESEARCH DESIGN 1-41

1.0 Introduction to research

1.1 Classification of the research design

1.2 Statement of the Problem of Problem on hand

1.3 Significance of the study

1.4 Scope of the study

1.5 Research Questions

1.6 The objective of the study

1. 7 Hypothesis

1.7.1 The procedure of hypothesis testing

VII
 1.7.2 The hypothesis of the study

1.8 Research Plan

1.9 Research Methodology

1.9.1 Primary Data

1.9.2 Questionnaire Tool

1.9.3 Secondary Data

1.10 Sampling Method and Technique

1.11 Major Variables Considered

1.12 Various concepts related to employment

Statements were taken into study showing relevance

1.13
with work-life balance

1.14 Statistical Tools and Techniques

1.15 Presentation of the study

1.16 Limitation of the study

1.17 Outline of the research

CHAPTER -2 LITERATURE REVIEW 42-89

2.0 Introduction

2.1 Review Of Literature

AN OVERVIEW OF THE I.T. SECTOR IN

CHAPTER -3 90-148
INDIA & WORK-LIFE BALANCE

3.0 I.T. Sector defined

3.1 Global players in I.T. Sector

VIII
3.2 I.T. Sector in India

3.3 Drivers behind booming I.T. Sector

3.4 Performance of I.T. Sector in India

3.4.1 Brand Value (Global)

3.4.2 Sector-wise breakup

3.4.3 Sector-wise export revenue

3.4.4 The market size of the I.T. Sector

3.4.5 Growth in Export Revenue from I.T. Sector

3.4.6 Employment

3.5 Types of IT companies

3.6 Government Initiatives

3.7 About Thane District

3.8 Employees in I.T. Sector

3.9 Work-Life Balance

3.10 Definitions of Work-Life Balance 116

3.11 History of Work-Life Balance

3.12 Balance in Life

3.13 Components of Work-Life Balance

3.14 Classification of Work-Life Balance

3.15 Need of Work-Life Balance

3.16 Theories of Work-Life Balance

3.17 Perspectives on the study of Work-Life balance

IX
 Country-wise Work-Life Balance observation by
3.18
OECD

3.19 How can one improve his or her productivity at work?

3.20 Ideas behind Work-Life balance

3.21 Work culture and Work-Life balance

Myths that work against us and refrain us from family

3.22
life.
PROFILE OF THANE DISTRICT & DATA
CHAPTER -4 149-213
ANALYSIS

4.1 About Thane District & Navi Mumbai

4.1.1 Geographical Location

4.1.2 Administrative Structure

4.1.3 Population

4.1.4 Educational Background

4.1.5 Educational Institutions

4.1.6 Industrial Profile

4.1.7 Types of MSME

4.2 Data Presentation

4.2.1 Gender Profile

4.2.2 Age Profile

4.2.3 Total Experience

4.2.4 Marital Status

4.2.5 Family Type

4.2.6 Annual Income

X
4.2.7 Work-Life Balance (Self Morale)

4.3 Statements related to Work-Life Balance – 1

4.3.1 Doing New and Challenging Job

4.3.2 Influencing Others

4.3.3 Working in Group

4.3.4 Like to Help Others

4.3.5 Working Independently

4.3.6 Like to get appreciated and awarded

4.3.7 Working in Leadership and Administrative Capacity

4.3.8 Open to Share Feelings and Emotions

4.3.9 Part of significant decisions

4.4 Statements related to Work-Life Balance – 2

4.4.1 Get personal time to exercise

4.4.2 Fulfilling Financial Requirement

4.4.3 Get Leisure Time

4.4.4 Attend School Functions

4.4.5 Allowing contacts during working hours

4.4.6 Schedules as per standards

4.4.7 Meeting expectations of colleagues

4.4.8 Good energy at the end of the working day

Participation in community and religious

4.4.9
commitments

XI
 4.4.10 Teamwork in my absence

4.4.11 Get enough holiday‟s for family

4.4.12 Stress due to project handling

4.4.13 Love towards work without stress

4.4.14 Satisfied with salary

4.4.15 Pleasant working condition

4.4.16 Enjoying privilege offered

4.4.17 Organizational support

4.4.18 Clear information about job

4.4.19 Compensated for extra work

4.4.20 Performance-based policies

4.4.21 Family life satisfaction

4.4.22 Providing with medical facilities

4.4.23 Medical insurance

4.4.24 Change in location and admission of children

4.4.25 Family care when the project is out

4.4.26 Holidays Provided

4.4.27 Counseling services

4.4.28 Exercise Facilities provided

HYPOTHESIS TESTING&DATA
CHAPTER -5 214-273
INTERPRETATION

5.1 Overall work-life balance

XII
 5.2 Hypothesis 1

5.2.1 Model Fit

5.2.2 Regression estimation from SEM model

5.2.3 Path Diagram

5.3 Hypothesis 2

5.3.1 Comparison against age

5.3.1.1 Mean Rank table by age

5.3.1.2 Kruskal Wallis Test by age

5.3.1.3 Mean rank table by age

5.3.1.4 Mann Whitney test by age

5.3.1.5 Mean rank table by age

5.3.1.6 Mann Whitney U test by age

5.3.1.7 Mean rank table by age

5.3.1.8 Mann Whitney test by age

5.3.1.9 Mean rank table by age

5.3.1.10 Mann Whitney test by age

5.3.1.11 Mean rank table by age

5.3.1.12 Mann Whitney test by age

5.3.1.13 Mean rank table by age

5.3.1.14 Mann Whitney test by age

5.3.2 Comparison against experience

5.3.2.1 Mean rank table by experience

XIII
5.3.2.2 Kruskal Wallis test by experience

5.3.2.3 Mean rank table by experience

5.3.2.4 Mann Whitney test by experience

5.3.2.5 Mean rank table by experience

5.3.2.6 Mann Whitney test by experience

5.3.2.7 Mean rank table by experience

5.3.2.8 Mann Whitney test by experience

5.3.3 Comparison against the distance of travel

5.3.3.1 Mean rank table distance of travel

5.3.3.2 Kruskal Wallis test distance of travel

5.3.3.3 Mean rank table distance of travel

5.3.3.4 Mann Whitney test distance of travel

5.3.3.5 Mean rank table distance of travel

5.3.3.6 Mann Whitney test distance of travel

5.3.3.7 Mean rank table distance of travel

5.3.3.8 Mann Whitney test distance of travel

5.3.3.9 Mean rank table distance of travel

5.3.3.10 Mann Whitney test distance of travel

5.3.3.11 Mean rank table distance of travel

5.3.3.12 Mann Whitney test distance of travel

5.3.3.13 Mean rank table distance of travel

5.3.3.14 Mann Whitney test distance of travel

XIV
5.3.3.15 Mean rank table distance of travel

5.3.3.16 Mann Whitney test distance of travel

5.3.3.17 Mean rank table distance of travel

5.3.3.18 Mann Whitney test distance of travel

5.3.3.19 Mean rank table distance of travel

5.3.3.20 Mann Whitney test distance of travel

5.3.3.21 Mean rank table distance of travel

5.3.3.22 Mann Whitney test distance of travel

5.3.3.23 Mean rank table distance of travel

5.3.3.24 Mann Whitney test distance of travel

5.3.3.25 Mean rank table distance of travel

5.3.3.26 Mann Whitney test distance of travel

5.3.3.27 Mean rank table distance of travel

5.3.3.28 Mann Whitney test distance of travel

5.3.3.29 Mean rank table distance of travel

5.3.3.30 Mann Whitney test distance of travel

5.3.3.31 Mean rank table distance of travel

5.3.3.32 Mann Whitney test distance of travel

5.3.3.33 Mean rank table distance of travel

5.3.3.34 Mann Whitney test distance of travel

5.3.3.35 Mean rank table distance of travel

5.3.3.36 Mann Whitney test distance of travel

XV
5.3.3.37 Mean rank table distance of travel

5.3.3.38 Mann Whitney test distance of travel

5.3.3.39 Mean rank table distance of travel

5.3.3.40 Mann Whitney test distance of travel

5.3.3.41 Mean rank table distance of travel

5.3.3.42 Mann Whitney test distance of travel

5.3.3.43 Mean rank table distance of travel

5.3.3.44 Mann Whitney test distance of travel

5.3.4 Comparison by Gender

5.3.4.1 Mean Rank table by Gender

5.3.4.2 Mann Whitney test by Gender

5.3.5 Personal Liking by Gender

5.3.5.1 Wilcoxon Sign Rank test by Gender

5.3.6 Comparison of work-life balance by Gender

5.3.6.1 Comparison of proportion of work-life balance

Comparison of parameters of work-life balance

5.3.7
with each other.

5.3.7.1 Mean Rank table

5.3.7.2 Kruskal Wallis test

Comparison of work-life balance parameters in each

5.3.8
of the individual categories.

5.3.8.1 Compensation and benefit

5.3.8.2 Family

XVI
 5.3.8.3 Personal

5.3.8.4 Social need

5.3.8.5 Work Culture

5.4 Hypothesis 3

5.4.1 Family

Correlation between family as a whole and overall

5.4.2
work-life balance.

5.4.3 Personal

5.4.4 Correlation of person as a whole

5.4.5 Social Needs

Correlation of social need and whole work-life

5.4.6
balance

5.4.7 Work Culture

Correlation between work culture as a whole and

5.4.8
work-life balance.

5.5 Hypothesis 4

Correlation of facility provided (compensation and

5.5.1
benefit) and overall work-life balance
Correlation of facility provided (compensation and
5.5.2 benefit) and overall work-life balance – Coefficient of
correlation.

CHAPTER -6 SUMMARY & CONCLUSION 274-305

6.0 Introduction

6.1 Summary of Demographic Profile

6.2 Summary of Findings

XVII
6.3 Summary of Hypothesis and Interpretation

6.4 Suggestions and the Recommendations

6.5 Conclusion

6.6 Further scope of the study 306

BIBLIOGRAPHY XXX

ANNEXURE XLII

XVIII
 LIST OF TABLES

Table.No Name of Table Page.No

CHAPTER-1 RESEARCH DESIGN

1.0 Sampling Structure 18

1.1 IT & ITES companies included in the samples 18

1.2 Sample Size Calculation 19

1.3 Relationship between variables 20

OVERVIEW OF IT SECTION IN INDIA AND

CHAPTER-3
WORK-LIFE BALANCE

3.0 Major players in the IT sector in India 95

3.1 STPI centres in India 111

AREA PROFILE OF THANE DISTRICT AND DATA

CHAPTER -4
PRESENTATION AND ANALYSIS

4.0 Geographical Location of thane district 154

4.1 Administrative departments 154

4.2 Population Of The District 155
4.3 Educational Background 155
4.4 Education Institutions 156
4.5 MSME Industries in thane District 157
4.6 Types Of MSME Industries 158
4.7 Data presentation 160
4.8 Gender Profile 161
4.9 Age Profile 162
4.10 Experience of employees 163
4.11 Marital Status of employees 164
4.12 Family Type classification 165
4.13 Annual Income classification 166

XIX
 4.14 Descriptive statistics of statements related to WLB - I 168
4.14.1 Doing the new and challenging job 168
4.14.2 Influencing others 169
4.14.3 Working in groups 171
4.14.4 Helping others 172
4.14.5 Preference for working independently 173
4.14.6 Like to be appreciated 174
4.14.7 Leadership and administrative capacity 175
4.14.8 Openness to share feelings and emotions with others 176
4.14.9 Part of significant discussion 177
4.15 Descriptive statistics on statements related to WLB-2 180
4.15.1 Personal time to exercise 181
4.15.2 Fulfilling financial requirement 182
4.15.3 Getting leisure time 183
4.15.4 Attending school function 184
4.15.5 contacting my family/friend during working hours if
185
required
4.15.6 Schedule as per the standard and defined HR policies. 187
4.15.7 Expectations of my colleagues and workmates. 188
4.15.8 The good energy level at the end of the working day. 189
4.15.9 Participate in community activities and religious
191
commitments.
4.15.10 Works on a project so that work will not stop in my
192
absence also.
4.15.11 Holidays to spend time with my family. 193
4.15.12 Stressed due to handling more than one project at a time. 194
4.15.13 I love to do the kind of work I do, without any stress. 196
4.15.14 Satisfied with my salary, pay and perks, and working
197
hours.
4.15.15 Pleasant working conditions. 198
4.15.16 Privileges I am offered by the organization. 199

XX
 4.15.17 The organization always support in all respect whenever
200
needed.
4.15.18 Clear information about job profile and objective in the
201
job.
4.15.19 Compensatedform extra efforts in the organization besides
202
my regular jobs.
4.15.20 Policies for promotion are based on performance. 203
4.15.21 Satisfied with my family life. 204
4.15.22 Provided with the medical facility at the workplace. 205
4.15.23 Medical insurance to take care of health-related issues of
206
me and my family.
4.15.24 Takes care of admissions of my children in case of change
207
of location of my job due to any reason.
4.15.25 My family in case I am on a project out of the country. 208
4.15.26 Provides national and international holiday facilities to
210
take care of family holidays.
4.15.27 Counseling services to take care of job stress. 211
4.15.28 Physical exercise facility to take care of my physical
213
health.
CHAPTER-5 HYPOTHESIS TESTING AND DATA
INTERPRETATION
5.1 Overall Works Life Balance 217
5.2.1 Model Fi 218
5.2.2 Regression estimates from SEM 218
5.3.1 Comparison against Age 220
5.3.2 Mean Rank Table 221
5.3.3 Kruskal-Wallis Tes 221
5.3.4 Comparison between age group less than 25 & 25 to 35
221
(Mean Rank Table)
5.3.5 Comparison between age group less than 25 & 25 to 35
222
(Mann-Whitney U test)
5.3.6 Comparison between age group less than 25 & 36 & 45 222

XXI
 (Mean Rank Table)
5.3.7 Comparison between age group less than 25 & 36 & 45
222
(Mann-Whitney U test)
5.3.8 Comparison between age group less than 25 & more than
223
45 (Mean Rank Table)
5.3.9 Comparison between age group less than 25 & more than
223
45 (Mann-Whitney U test)
5.3.10 Comparison between age group 25 to 35 & 36 to 45 (Mean
223
Rank Table)
5.3.11 Comparison between age group 25 to 35 & 36 to 45
224
(Mann-Whitney U test)
5.3.12 Comparison between age group 25 to 35 & more than 45
224
(Mean Rank Table)
5.3.13 Comparison between age group 25 to 35 & more than 45
224
(Mann-Whitney U test)
5.3.14 Comparison between age group 36 to 45 & more than 45
225
(Mean Rank Table)
5.3.15 Comparison between age group 36 to 45 & more than 45
225
(Mann-Whitney U test)
5.3.2 Comparison against experience 225

5.3.2.1 Mean Rank Table 226

5.3.2.2 Kruskal-Wallis test results 226
5.3.2.3 Comparison between less than 5 & 6 to 10 years of
226
experience (Mean Rank Table)
5.3.2.4 Comparison between less than 5 & 6 to 10 years of
227
experience (Mann-Whitney U test)
5.3.2.5 Comparison between less than 5 & more than 10 years of
227
experience group (Mean Rank Table)
5.3.2.6 Comparison between less than 5 & more than 10 years of
227
experience group (Mann-Whitney U test)
5.3.2.7 Comparison between 6 to 10 & more than 10 years of
228
experience group (Mean Rank Table)

XXII
5.3.2.8 Comparison between 6 to 10 & more than 10 years of
228
experience group (Mean Rank Table)
5.3.3 Comparison Against Distance of Travel 229
5.3.3.1 Mean Rank Table 230
5.3.3.2 Kruskal-Wallis test 230
5.3.3.3 Comparison between distance within 5 km & 5 to 10 km
230
(Mean Rank Table)
5.3.3.4 Comparison between distance within 5 km & 5 to 10 km
231
(Mann-Whitney U test)
5.3.3.5 Comparison between distance within 5 km & 10 to 15 km
231
(Mean Rank Table)
5.3.3.6 Comparison between distance within 5 km & 10 to 15 km
231
(Mann-Whitney U test)
5.3.3.7 Comparison between distance within 15 km & 15 to 20 km
232
(Mean Rank Table)
5.3.3.8 Comparison between distance within 15 km & 15 to 20 km
232
(Mann-Whitney U test)
5.3.3.9 Comparison between distance within 5 km & 20 to 25 km
232
(Mean Rank Table)
5.3.3.10 Comparison between distance within 5 km & 20 to 25 km
233
(Mann-Whitney U test)
5.3.3.11 Comparison between distance within 5 km & 25 to 30 km
233
(Mean Rank Table
5.3.3.12 Comparison between distance within 5 km & 25 to 30 km
233
(Mann-Whitney U test
5.3.3.13 Comparison between distance within 5 km & more than 30
234
km (Mean Rank Table)
5.3.3.14 Comparison between distance within 5 km & more than 30
234
km (Mann-Whitney U test)
5.3.3.15 Comparison between distance 5 to 10 km & 10 to 15 km
234
(Mean Rank Table)
5.3.3.16 Comparison between distance 5 to 10 km & 10 to 15 km
235
(Mann-Whitney U test)

XXIII
5.3.3.17 Comparison between distance 5 to 10 km & 15 to 20 km
235
(Mean Rank Table)
5.3.3.18 Comparison between distance 5 to 10 km & 15 to 20 km
235
(Mann Whitney)
5.3.3.19 Comparison between distance 5 to 10 km & 20 to 25 km
236
(Mean Rank Table)
5.3.3.20 Comparison between distance 5 to 10 km & 20 to 25 km
236
(Mann-Whitney U test)

5.3.3.21 Comparison between distance 5 to 10 km & 25 to 30 km

236
(Mean Rank Table)
5.3.3.22 Comparison between distance 5 to 10 km & 25 to 30 km
236
(Mann-Whitney U test)
5.3.3.23 Comparison between distance 5 to 10 km & more than 30
237
km (Mean Rank Table)
5.3.3.24 Comparison between distance 5 to 10 km & more than 30
237
km (Mann-Whitney U test)
5.3.3.25 Comparison between distance 10 to 15 km & 15 to 20 km
237
(Mean Rank table)
5.3.3.26 Comparison between distance 10 to 15 km & 15 to 20 km
238
(Mann-Whitney U test results)
5.3.3.27 Comparison between distance 10 to 15 km & 20 to 25 km
238
(Mean Rank Table)
5.3.3.28 Comparison between distance 10 to 15 km & 20 to 25 km
238
(Mann-Whitney U test)
5.3.3.29 Comparison between distance 10 to 15 km & 25 to 30 km
239
(Mean Rank Table)
5.3.3.30 Comparison between distance 10 to 15 km & 25 to 30 km
239
(Mann-Whitney U test)
5.3.3.31 Comparison between distance 10 to 15 km & more than 30
239
km (Mean Rank Table)
5.3.3.32 Comparison between distance 10 to 15 km & more than 30 240
km (Mann-Whitney U test)
5.3.3.33 Comparison between distance 15 to 20 km & 20 to 25 km 240

XXIV
 (Mean Rank Table)
5.3.3.34 Comparison between distance 15 to 20 km & 20 to 25 km
240
(Mann-Whitney U test)
5.3.35 Comparison between distance 15 to 20 km & 25 to 30 km
241
(Mean Rank Table)
5.3.3.36 Comparison between distance 15 to 20 km & 25 to 30 km
241
(Mann-Whitney U test)
5.3.3.37 Comparison between distance 15 to 20 km & more than 30
241
km (Mean Rank Table)
5.3.3.38 Comparison between distance 15 to 20 km & more than 30
241
km (Mann-Whitney U test)
5.3.3.39 Comparison between distance 20 to 25 km & 25 to 30 km
242
(Mean Rank Table)
5.3.3.40 Comparison between distance 20 to 25 km & 25 to 30 km
242
(Mann-Whitney U test)
5.3.3.41 Comparison between distance 20 to 25 km & more than 30
243
km (Mean Rank Table)
5.3.3.42 Comparison between distance 20 to 25 km & more than 30
243
km (Mann-Whitney U test)
5.3.3.43 Comparison between distance 25 to 30 km & more than 30
243
km (Mean Rank Table)
5.3.3.44 Comparison between distance 25 to 30 km & more than 30
244
km (Mann-Whitney U test)
5.3 4 Descriptive Statistics of OWLB 244
5.3.4.1 Mean Rank Table 244
5.3.4.2 Mann-Whitney U test 244
5. 3.5 Data coding 245
5. 3.5(1) Descriptive Statistics 246
5.3.5.1 Wilcoxon Signed rank test results 247
5.3.6 Data coding 248
5.3.6(1) Basic Data Distribution 250
5.3.6.1 Comparison of proportion for work-life balance 251

XXV
 5.3.7 Descriptive Statistics of parameters of WLB 257
5.3.7.1 Comparison of parameters of WLB with each other (Mean
258
Rank Table)
5.3.7.2 Kruskal-Wallis test result 260

5.3.7.2 (1) Comparison of parameters of WLB with each other

261
(Dunn‟s test result)
5.3.7.3 Association test of reasons with Work-Life Balance 263
5.3.8.1 Comparison of WLB parameters (Compensation and
265
Benefits
5.3.8.2 Comparison of WLB parameters (Family) 265
5.3.8.3 Comparison of WLB parameters (Personal) 266
5.3.8.4 Comparison of WLB parameters (Social needs) 266
5.3.8.5 Comparison of WLB parameters (Work culture) 267
5.4.1 Correlation of Family and overall work-life balance 268
5.4.2 Correlation analysis of family and WLB 268
5.4.3 Correlation of Personal and overall work-life balance 269
5.4.4 Correlation of Personal as a whole and overall work-life
269
balance
5.4.5 Correlation of Social Need and overall work-life balance 270
5.4.6 Association test between Social needs & WLB 270
5.4.7 Correlation of Work Culture and overall work-life balance 271
5.4.8 Association test between Work Culture & WLB 271
5.5.1 Correlation of facility provided (Compensation &
272
Benefits) and overall work-life balance
5.5.2 Correlation analysis 273
CHAPTER -6 FINDINGS, SUGGESTIONS, AND CONCLUSION

6.0 Model fit for the study 289

6.1 Interpretation of reasons to be involved in WLB 290
6.2 Test results 294
6.2 Correlation of Family and overall work-life balance 295
6.4 Correlation of facility provided (Compensation & 296
Benefits) and overall work-life balance)

XXVI
 LIST OF CHARTS & DIAGRAMS

Sr.No Name of content Pg.No

CHAPTER 1 RESEARCH DESIGN

1.0 Components of the Research Design 3

1.1 Types of Hypothesis 10

1.3 The procedure of Hypothesis Testing 11

CHAPTER- 3 AN OVERVIEW OF THE I.T. SECTOR IN INDIA AND

WORK-LIFE BALANCE

3.0 Global Brand Value 97

3.1 Sector-wise Break-up 98

3.2 Sector-wise export revenue 99

3.3 Market Size of IT sector 100

3.4 Export Revenue Growth 101

3.5 Employment in the IT sector 102

3.6 WLB Components 119

3.7 Stress Management 123

3.8 Need of WLB 125

3.9 Theories of Work-Life Balance 127

CHAPTER -4 PROFILE OF THANE DISTRICT AND DATA ANALYSIS

4.0 Types of MSME 159

4.1 Gender Profile 162

XXVII
4.2 Age of the Employee 162

4.3 Experience Profile 163

4.4 Marital Status 164

4.5 Family Type 165

4.6 Family Income 166

4.7 Doing New and Challenging Job 168

4.8 Influencing Others 170

4.9 Working in Group 171

4.10 Like to Help Others 172

4.11 Working Independently 173

4.12 Like to get appreciated and awarded 174

4.13 Working in Leadership and Administrative Capacity 175

4.14 Open to Share Feelings and Emotions 177

4.15 Part of significant decisions 178

4.16 Get personal time to exercise 181

4.17 Fulfilling Financial Requirement 183

4.18 Get Leisure Time 184

XXVIII
4.19 Attend School Functions 185

4.20 Allowing contacts during working hours 186

4.21 Schedules as per standards 187

4.22 Meeting expectations of colleagues 189

4.23 Good energy at the end of the working day 190

4.24 Participation in community and religious commitments 191

4.25 Teamwork in my absence 192

4.26 Get enough holiday‟s for family 193

4.27 Stress due to project handling 195

4.28 Love towards work without stress 196

4.29 Satisfied with salary 197

4.30 Pleasant working condition 199

4.31 Enjoying privilege offered 200

4.32 Organizational support 201

4.33 Clear information about job 202

4.34 Compensated for extra work 203

4.35 Performance-based policies 204

XXIX
 4.36 Family life satisfaction 205

4.37 Providing with medical facilities 206

4.38 Medical insurance 207

4.39 Change in location and admission of children 208

4.40 Family care when the project is out 209

4.41 Holidays Provided 210

4.42 Counseling services 212

4.43 Exercise Facilities provided 213

CHAPTER -5 HYPOTHESIS TESTING AND DATA INTERPRETATION

5.0 Path Diagram 219

5.1 Comparison against Age 220

5.2 Comparison against Distance of travel 229

5.3 Descriptive Statistics 246

XXX
 LIST OF MAPS

Sr.No Name of content Pg.No

CHAPTER -4 PROFILE OF THANE DISTRICT AND DATA ANALYSIS

4.0 Thane District Map 153

ABBREVIATIONS
Sr. No.
Abbreviation Full forms

1 IT Information Technology
2 IT‟S Information Technology enabled services
3 WLB Work-Life Balance
4 QWF Quality of Work Life
5 IBF Indian Broadcasting Foundation.
6 NASSCOM National Association of Software and Service
Companies
7 BPO Business Process Outsourcing
8 ASSOCHAM Associated Chamber of Commerce and Industry of
India

XXXI
CHAPTER 1
RESEARCH DESIGN

1.0 Introduction to Research Design

1.1 Classification of Research Design
1.2 Statement of the Problem
1.3 Significance of the Study
1.4 Scope of the study
1.5 Research Questions
1.6 Objectives of the Research
1.7 Hypothesis
1.7.1 Procedure of the Hypothesis testing
1.7.2 Hypothesis of the present Study
1.8 Research Plan
1.9 Research Methodology
1.9.1 Primary Data
1.9.2 Questionnaire tool
1.9.3 Secondary Data
1.10 Sampling Method and Technique
1.11 Major Variables considered
1.12 Various concepts related to employment
1.13 Statements were taken into study showing relevance with work-life balance
1.14 Statistical Tool and Techniques used
1.15 Presentation of the study
1.16 Limitation of the study
1.17 Outline of the Research

1
1.0 INTRODUCTION TO RESEARCH DESIGN
Research design is the blueprint of the research work, which is subsequently followed
after the research problem is identified. It is more concerned about the mechanism, as
to how the research is to be started and concluded. In simple words, it is a procedure
regarding the collection and analysis of data for suitable and appropriate research
work. In this, a researcher decides steps to be followed to finish his research work
with hypothesis testing, interpretation, and concluding remarks. Research design has
the following features:
 It is like a research plan relevant to research study only.
 It is the plan procedure for collection of data and analyzing it for undertaken
research studies.
 It has the main emphasis on the period involved and outlay required.
 It answers questions such as :
1. What is the study about?
2. What are the objectives and hypotheses?
3. What type of data is needed?
4. Where data will be availed?
5. What is the universe and areas of the study?
6. What will be the time for the research study?
7. What will be the expenditure?
8. What will be the methodology?
9. What will be the sampling techniques?
10. What will be the statistical tools to be used?
So, it can be understood that the research design is like a formulated plan which
shows the direction towards research accomplishment. It is an overall plan or scheme
prepared by the researcher for executing the research study. It acts as a guide for the
research to work step by step on his research study.
According to Young P.V
“Research design is logical and systematic planning and directing of a piece of
research “

According to Kerlinger
“Research Design is the plan, structure, and strategy of investigation conceived to
obtain answers to research questions and to control variance”

2
According to Green and Tull
“A research design is the specification of methods and procedures for acquiring the
information needed. It is the overall operational pattern or framework of the projects
that stipulates what information is to be collected from which source by what
procedures.”

1.1 Classification/ Components of the Research Design:

Chart & Diagram No.1.0
Components of the Research Design

Sampling Design Observational Design

deals with the methods of selecting relates to the conditions under which
itmes to be observed for the given study the observations are to be made.

Components of
Research Design

Statistical Design Operational Design

relates to the conditgiosn under which deals wih the techniques by which the
the observations are to be made procedurs are specified in the sampling,
satiatical and observational designs ca
be carried out

Research design is classified into many categories such as sampling design,

observational design, statistical design, and operational design.
Sampling design is related to the method of item selection for the study. It considers
samples to be chosen for the study. It is widely used in research work. Observational
design is mostly related to the conditions under which the observations are to be made
and carried. Under the primary method of data collection, it has more importance and
helps in finding out the empirical evidence or expressions from the respondents. In

3
statistical design, the importance is given to the data to be collected and further
analyzed statistically to prove the tests and hypotheses. And under, operational
design, certain techniques are carried out in the process of research.
Concepts to be understood for research design:
A. Variable:
Variables are mainly dependent and independent variables, which means different
quantitative values are taken into consideration. A continuous variable considers a
numerical value which is a range. If one variable depends on its causes on another
variable, the other variable is independent. In this study, Work-Life balance is the
dependent variable, and others factors considered which affect it are the independent
variables.
B. Extraneous Variable:
Sometimes, it happens that the independent variable is not a part of the study though
they may affect the dependent variable which is a part of the study already. So, such a
variable is known as an extraneous variable. The research study is designed in such a
way that the effect upon the dependent variable should be based on the independent
variable which is related to the course of the study. On the other hand, the dependent
variable should not be affected by extraneous variables.

Criteria for Good research Design

1. Objectivity:
Although, objectivity seems very easy to achieve it is not so easy to practice because
of the objectivity, findings pertain to either data of collection or sorting of the
responses of many times, both. Research design should permit the use of measuring
instruments that are objective in which every observer comes with the same report.
2. Reliability:
It refers to the consistency thorough the series measurement. The investigator should
frame such items so that only genuine responses should be collected. The methods
used to ensure it is the check items and administering the same test.
3. Validity:
The researchers must ensure validity while measuring the instrument selected by him.
For which he can use the procedures such as future criteria or concurrent criteria on a
theory.
4. Generalization:

4
It is not about only finding relationships between variables but also on the effect in a
natural setting and on a population. It is because small data is used for drawing
generalizations. It is also true that complete generality can never be true and it is a
myth.

1.2 STATEMENT OF THE STUDY OR PROBLEM ON HAND

Balancing work and life is not so easy as on one side one needs to justify his or her
assigned duties and responsibilities with committed performance and on the other
side, one needs to also ensure his or her better life and commitment towards family.
The Work-Life balance has been an interdisciplinary term that studies not only the
physical endures of the employees but also their state of mind and psychological
balance. In the service industry when there is more pressure of work and timely
demand for results, many times, it is difficult to fulfill the self, work, and family
expectations. And so, there rises a conflict. The Work-Life balance is not merely a
word to be understood but is an initiative to make oneself better at the workplace as
well as at home ensuring more better feelings towards oneself. WORK-LIFE
BALANCE practices assist employees in balancing their work as well as family
demand and bring positive results through their work productivity and efficiency.
The organization is more concerned with the organizational results whereas an
individual is more concerned with mental peace and happiness and desire for family‟s
welfare. There are always chances of conflict, which can disturb the state of mind of
employees affecting not only their work efficiency but also behavior towards self and
family members. In the IT sector, there is always pressure, stress, and demand for
productivity, so the question of work-life balance is always there. An increase in the
several IT professionals finds it difficult to handle emotional stress and „occupational
hazard‟. They need to cope with stress to see that their mental health is not affected
due to communication gap, pressure from the boss, harassment, unfair treatment,
unequal appraisal, etc. it is a great challenge to beat all workplace stress and spare a
smile for oneself and family. Therefore, the study of work-life balance plays an
important role. To understand more about the management of work and life, this study
is done on IT professionals working in the thane and Navi Mumbai region to explore
how they resolve the conflict between work obligations and family commitments.

5
Therefore, this study is carried to understand how employees, working in the IT sector
do manage Work-Life balance and prove themselves as good employee and also
delighted and dignified people in eyes of family and community. So, the title is;
A Study Of Work-Life balance Of Employees from Thane And Navi Mumbai
Region Concerning Demography Of Information Technology (I.T.) Industry.

1.3 SIGNIFICANCE OF THE STUDY

Association between the organization and its employees is formal but it is more
sensitive when comes to the organizational objectives and individual desires and
expectations. The employees are not the slaves but the assets of the organization, who
not only help in a growing organization but at the same time help to spread the good
name of the organization among others. It depends upon, how they are treated,
trained, motivated, and made more productive by giving care and consideration. The
organization may seek more profits and target work but it should also look for
employee satisfaction, more related to his life balance. The employees who are
comfortable and happy at their job, certainly adds more value to the organization and
also makes his family happy. Enabling employees to enjoy a good life balance always
keeps them mentally healthy and stress-free. More and undue expectations from
employees, make them feel stressed and it affects their family life also. Demotivated
and demoralized employees behave strangely at home and it results in family
conflicts. Family conflicts further create problems at the job, as they are not able to
focus on their work and lose the strength to perform better.
In this research, an in-depth study is undertaken on Work-Life balance through a
survey as a part of empirical analysis for the benefits of employees and organizations
as well. A study is done on the Thane and Navi Mumbai Region IT sectors and Firms
only to understand the employee satisfaction and their WORK-LIFE BALANCE
management to avoid work-life conflicts.

1.4 SCOPE OF THE STUDY

The study of work-life balance is a study related to employees‟ personal life and
organizational objectives. On one hand, doing the job is a commitment for employees,
and on the other hand managing home is not less than a commitment. Managing both
is a challenge backed up with accountability and responsibility. Many studies have
been carried on work-life balance relating to many sectors and areas of the study.

6
Still, there is always a scope to study more and more about it. As the study of WLB
helps an organization to prepare policies that are employees friendly. The study helps
an organization to understand the problems of employees and create healthy ground to
sort out those. Managing WLB is a real challenge as it affects the personal,
professional, social, and psychological aspects of employees. The study of WLB helps
an organization to win the trust and confidence of the employees as it has a positive
impact on productivity and efficiency. Employees, who can manage their job and
work-life are more productive assets of the organization. Such a kind of study,
enables organizations to understand employees‟ psychology at work and thus frames
policies beneficial to the employees. The study has relevance and application in
different studies and thus can be related to the sociological perspective, psychological
perspective, economic perspective, etc. This study has a significant scope as it is
related to employee welfare and the growth of an organization at the same time. The
work environment provided by an organization to their employees reduces the stress
of the employees and helps them to live a better and healthy life.

1.5 RESEARCH QUESTIONS:

 How do dual responsibilities impact on Work-Life balance of employees?
 How do demographic features of employees affect the Work-Life balances of the
employees?
 How do employees give efforts to maintain Work-Life balance?
 What type of work culture do employees have?
 What kind of stress do employees face while balancing work and life?
 What steps or techniques are being by an organization and employees to keep
Work-Life balance?
 How do the facilities and comforts provided by an organization help employees to
keep a Work-Life balance?

1.6 OBJECTIVES OF THE STUDY:

The Researcher wants to study how IT professionals maintain their Work-Life
balance and the major objectives of the study are
1. To study the impact of Work-Life balance on dual responsibilities i.e work
and home.

7
The main purpose behind this objective is to understand, how employees manage to
balance their responsibilities as well as accountabilities at the workplace and home.
At family, it is necessary to spare time and spare love with family and at the same
time, the performance at work has to be best. It is not less than a challenge to handle
dual responsibilities at the same time and with the same spirit.

2. To study the efforts of employees in balancing work and life.

It is not so easy to give effort while balancing work and life. There are informal
responsibilities of every employee towards family, their need and their satisfaction. At
the same time, there have also to be given additional efforts to shine at the workplace
and prove one‟s efficiency. So, this objective is framed to understand the efforts of the
employees in balancing their work and life.

3. To understand the daily Experience during work as an I.T professional.

This objective intends to understand, how do employees feel while working in context
to the group‟s dynamism, organizational support, energy to work, feeling of
belongingness being considered in decision making, and relationship with colleagues.

4. To get information about the work culture in the I.T. industry.

This objective intends to find out the work culture of IT professionals. It will help to
understand their work balance being adapted along with the work culture of the
organization.

5. To know about the level of stress faced by the I.T. employees of Thane
and Navi-Mumbai region.
This objective intends to find out the level of stress among the employees working in
the IT industry. Stress, if not handled properly, harms not only the individual but also
the organization. Therefore, the main idea behind this objective is to find out stress
levels among the employees.

6. To gain information about the techniques of maintaining the balance

between the work and life of the I.T. employees.
Work-Life balance does not take automatically but it has to be maintained properly by
some techniques and ways. Therefore, this objective intends to find out how do these

8
professionals maintain Work-Life balance to avoid mental conflict arising while
balancing both sides.

1.7 HYPOTHESES
In general language, a Hypothesis means a supposition or preposition or a predictive
statement with a capacity of being tested by scientific methods that relate an
independent variable to some dependent variable. It is like a formal statement that has
to be tested or simply verified. It helps us in deciding whether sample data support a
particular proposition or not to be useful in making generalizations. The hypothesis is
a statement or assertion about the statistical distributor or parameter of statistical
distribution. It is the main instrument in the research and stands for the midpoint in
the research. No research can progress if hypotheses are not framed. Though they are
provisional initially, later they are taken as a powerful instrument in acceptance and
rejection. It gives guidelines for an investigation to be put for validity test. There are
many requisites of the hypotheses;
 It should be precise and clear to understand
 It should be specific and stated in a simple way
 It should be based on objectives and should have consistency
 It should be capable of being tested and proved
 It should claim what to be explained
 It should show the relationship between variables
 It should have a theoretical orientation
 It should be rational to show the relationship between variables.
There are many sources of the hypothesis;
 Hypothesis arises from the findings of others as it may lead to further thinking on
it
 Hypothesis also arises from similarities as new insight is developed from it.
Two types of hypotheses are can be framed:

9
Chart & Diagram No. 1.1
Types of Hypotheses

Null
Hypothesis

Decision Rule
(Reject or Accept
Hypothesis)

Alternate
hypothesis

 Null hypothesis:
It is a statement of no difference/ no change, no relationship. It is specifically
formulated for possible rejection or nullification. It is most commonly used in the
research to come at acceptance or rejection of the statement. It assumes no
relationship between variables and decisions is left to be verified or validated.
 Alternate hypothesis:
It is like a regular hypothesis which is nothing but the logical opposite of the null
hypothesis. When the null hypothesis is rejected, an alternate hypothesis is accepted
and vice versa.
 Significance of Level and Decision of Rule:
The level of probability at which the null hypothesis can be rejected with confidence.
It is denoted and fixed at 5 percent and 1 percent. The decision rule is a rule for
accepting or rejecting the null hypothesis and is specified in terms of the specific level
of significance. For Example, If sample results fall within the specific region of
rejection then we can say that hypothesis is rejected at that level of significance.

10
1.7.1 Procedure of the Hypothesis testing:
Chart & Diagram No. 1.2

• Null and alternate hypothesis is stated (Ho or H1 )

1

• Significance level is selected i,e 1 % or 5%

2

• State the Decision Rule and type of probability distribution.

3

• Critical Region is drawn

4

• Random sample selected and appropriate value of test statistic is computed

5

• Critical test value is obtained and decision is made (rejection or Selection)

6

For this specific study, null and alternate hypotheses have been selected and verified
in the line of objectives framed. Following are the objectives of the study.

1.7.2 Hypothesis of the Present Study:

Hypothesis 1:
Null Hypothesis:
H01: - There is no significant impact of personal technique/view towards personal
liking on Work-Life balance.
Alternative Hypothesis:
H01: - There is a significant impact of personal technique/view towards personal liking
on Work-Life balance.

Hypothesis 2:
Null Hypothesis:
H02: There is no significant difference in average Work-Life balance when compared
between age, gender and distance traveled.

11
Alternative Hypothesis:
H12: There is a significant difference in average Work-Life balance when compared
between age, gender and distance traveled.

Hypothesis 3:
Null Hypothesis
H0: There is no relationship between WORK-LIFE BALANCE satisfaction towards
Family life, Work culture, Social and personal Need & Compensation & Benefit with
overall Work-Life balance.
Alternative Hypothesis:
H1: There is a relationship between WORK-LIFE BALANCE satisfaction towards
Family life, Work culture, Social and personal Need & Compensation & Benefits with
overall Work-Life balance.

Hypothesis 4:
Null Hypothesis:
H0: There is no association of facility provided (Compensation & Benefits) by the
organization and overall Work-Life balance.
Alternative Hypothesis:
H1: There is an association of facilities provided (Compensation & Benefits) by the
organization and overall Work-Life balance.

1.8 Research Plan:

It is a plan of the study related to controlled as well uncontrolled and subjective and
objective study. It is designed logically in of respondents are analyses for interpreting
the data. In the words of Miller,‟ it is a planned sequence of the entire process
involved in conducting a research study” it is nothing but a blue map of research to be
carried. Research design demands:
1. Understanding of research problem
2. Procedure of data collection
3. Population to be studied
4. Methods of data analysis.
Explorative studies are done to get new insights for formulating a research problem or
developing a hypothesis for further study. It is done where little information is

12
available. For this purpose, the survey is carried out to know the experience of the
respondents, and those are analyzed accordingly. And descriptive study narrated the
feature of the particular group to find out their attitude towards something.
This study is descriptive as it describes how employees maintain a balance between
work and life. It shows how do they feel and manage to feel when both formal and
informal sides of responsibilities they have to handle with.

1.9 RESEARCH METHODOLOGY

1.9.1 Primary Data
Primary data is needed when there is an inquiry of something which is to be found out
the first time or explored and cannot be explained by secondary data. Primary data is
fresh hand data as it is collected through communication as a quicker and cheaper
method. It is collected by observation as a more accurate method; personal interviews
are taken to get a depth understanding of samples or respondents‟ behavior and
thoughts. The most common method of collecting primary data is a questionnaire as it
validates new data and if carried with sincere efforts, helps in exploring something
unknown. This type of data is more preferred in the research as it is original in
character and reliable when compared with secondary data.

In this study, structured questionnaires are used to collect the desired data.
Questionnaires were sent by mail to be filled by the respondents, as due to lock down
the movement was strictly restricted. It fulfilled the purpose of reaching respondents
easily and being structured, data was collected smoothly. The questionnaire was
framed in a manner to receive an expected response from the respondents. Questions
were well defined and more were used in the Likert scale form to get responses
quickly. Questions were brief and to the point considering that, many employees are
not comfortable sparing time and responding to the complicated questionnaires. The
questionnaire was framed to get data from IT professionals from Thane and New
Mumbai areas to know how do they manage work and life and maintain Work-Life
balance. In total 503 respondents were sent questionnaires from selected companies
and received them by mail.

13
1.9.2 Questionnaire Tool
The questionnaire distributed consisted of pre-set questions based on objectives and
hypotheses covering various aspects seeking a set of questions. The data were directly
collected from the employees. It helped in studying the geographically scattered
universe of the research. Nearly 612 questionnaires were distributed among various
employees working around Mumbai. Out of which after editing, only 503 were
considered for analysis. Some were unfilled and had omitted responses. So only well-
filled questionnaires were considered final. Scaling was used in the questionnaire to
collect the data
Scaling is the branch of measurement that involves the construction of an instrument
that associated qualitative constructs with quantitative metric units. It involved efforts
in psychology and education to measure immeasurable attributes like attributes. A
liker scale is termed a summated instrument scale which means that the items used for
the scale are expected to produce a total score. Whereas, a semantic scale is extensive
use of words rather than using numbers. It offers the bipolar position to a single
stimulus. The feelings of respondents are recorded on the scales with semantic labels.

 Questionnaires generally are of two types:

1. Exploratory Questionnaire:
It is also known as a qualitative questionnaire. With the help of such a questionnaire,
data is collected, which is based on observation and not in numerical form. There is
no more database but rather, characteristics or attributes of the samples. It is like
getting to know more about the respondents and therefore it is called explorative.

2. Formal Standardized Questionnaire:

It is also known as a quantitative questionnaire as it looks for numbers and count
values. It gives scope for mathematical treatment and answers the questions such as
how many, how much, how often? Etc. This is good when there is a hypothesis
framed and looking for some results for testing. In this study, the structured
questionnaire is prepared to understand more about IT sector employees‟ Work-Life
balance and experience.

 Types of Questions:
1. Open Questions:

14
As the name reflects, these types of questionnaires are open for all and give full scope
and freedom to the respondents to express their feelings or points. There is no
constrain of choices given but respondents are asked to express their views freely on
the asked questions. It is ideal for exploratory questions which collect qualitative data.
It is useful as respondents are not confined to the given choices, but rather they can
put their true feelings. In his study, no open-ended questions were framed in the
questionnaire, but during getting filled those, verbally a few questions were asked to
the respondents.

2. Multiple Choice Questions:

Under this, employees were given a list of answer options and they had to choose or
select one of the given options. There was more risk in this, as employees might have
not selected all the options. The purpose of such a questionnaire was to help
respondents to select the appropriate answer which they felt was right. It helped them
to tick the choice of their wish without spending time thinking and writing their
expressions. In this study, a few questions, like this, were asked to the respondents.
Demographic profile questions were more of this type.

3. Dichotomous Questions:
This is a more common type of question asked in the study. Here only two choices are
given indicating affirmative or negative replies. Questions are of „yes‟, „no‟ type
where some sort of agreement or disagreement is to be of respondents mentioned.
This type of questionnaire is used when research needs no basic validation and does
not wish to go into a deep understanding of the respondents. These types of questions
are more suitable when the researcher wants to understand the choices or preferences.

4. Scaled Questions:
These types of questions are more common and nowadays are in more use. It should
rather be said that today it is a trend of using three, five, seven scaled questions to
understand the degree of judgment or feeling of respondents. It has scope for
exploratory as well as standardized questionnaires, as there are different scales
available such as rating scale, Likert scale, and semantic differential scale.

 The questionnaire consisted following subject of investigation:

15
 The first part of the questionnaire was related to the demographic profile of
the respondents where questions were asked to know about them, their age, company,
marital status, family size, distance traveled, etc.

 Part two of the questionnaire was related to their views on if they like to do
something new and challenging as only the one who can keep balance in life and
work can create something or do something. Other questions were asked if they
influence others and bring impact on others, There was a question if they like to work
in groups and help out colleagues, question was to find out if they can work
independently in case the group is not proactive, question was if they fell to be
appreciated and adored for their performance and are awarded token consideration,
the question was asked if they like to lead and initiative in the administrative capacity,
the question was also asked to know if they share their feelings with others as groups
sentiments helps in employees welfare and direct them towards their well-being. The
question was asked if they would like to be a part of decision making.

To collect the responses to the above questions, five-point Likert scales were used. 1=
Not at all, 2= rarely, 3= Sometimes, 4= frequently, 5= Always. It helped to find out
their appropriate responses.

 In part three of the questionnaire, questions were asked if they get time for
physical fitness, time to spend with their families, meeting friends and relatives,
attending social functions and children school, if they could fulfill family demands,
participating in unavoidable ceremonies and rituals, teamwork, their energy level,
holidays enjoyed, expectations from colleagues, level of satisfaction when related to
salary and perks, and working environment, clarity of job and duties, support from the
organization, promotion if any and overall balance in life.

To collect responses to the above questions, a five-point scale Likert scale was used.
1= strongly disagree, 2= Disagree, 3= Not agree, not disagree (Neutral), 4= agree, 5=
Disagree.

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1.9.3 Secondary Data
Secondary data is the most convenient data which supports the research work. It is
easily accessible and saves precious time while carrying research. It is less expensive
and helps in clarifying research questions initially. Being promptly available, helps
researchers in many. The only condition for this is reliability and relevancy.
Secondary data can be collected through internal as well as secondary sources. In
internal sources, there are organizational records and documents which are official
records of their activities. Whereas external data is available through government and
private publications, reports of the institutions and companies, Census, Bulletins,
Annual report, etc. Data is also available for similar studies carried. One can use
research articles, theses, dissertations to get the source for Literature Review and
necessary data to support empirical information.
To support primary data, secondary data is used from various published papers,
journal articles, thesis and dissertation, and articles, etc. It is used to show the work-
life balance of employees in various sectors. It helped to understand the dimension of
the study.

1.10 Sampling Method and Technique

 Sample Frame:
It is a definite plan for obtaining samples from a given population having
homogeneity as one of the major satisfying factors. The sample is withdrawn from the
universe which considers all the respondents to be studied. The process of selection of
the sample is called sampling technique and the survey conducted is called sample
survey.
 Population:
The Researcher has chosen the Thane and Navi-Mumbai region of Maharashtra state.
1. Thane City
2. Navi-Mumbai City

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 Table No. 1.0
Sampling Structure
Research Universe Thane and Navi-Mumbai Region
Sample Size 15 IT Companies and 503 Respondents
Sampling Frame respondents working in Thane IT companies
Sampling Method Random sampling for Companies and Non-
probability convenience Sampling for
employees.
Method of Data Primary and Secondary Data
Method of Data Collection Pre-Structured Questionnaire
Data Analysis Techniques Kruskal-Wallis Test, Mann-Whitney U Test,
Chi-Square, Factor analysis.

Details of Sample Selected

Random sampling is a sampling that is based on probability and is a technique where
every unit in the population is given an equal chance of being included in the sample.
It does not have any bias as every element is well known and given an equal
opportunity to get selected. It is more scientific. So, to choose the companies, the
following companies were taken into study. Fifteen top industries were taken into as
universe for data collection.

Table No. 1.1

IT & ITES Companies Included in the Sample
Sr.No Company
1 Quick Expert InfoTech
2 Tata Technologies
3 Anant Dream Solution,
4 Wonder bit Technologies Pvt.Ld
5 Microloan IT Services Pvt. Ltd.
6 Trinity IT Services Pvt. Ltd.
7 Debian Technologies Pvt.Ltd
8 Kale Logistics solutions
9 Arena Solutions

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10 Smart Sight Innovations
11 R2R IT solution
12 Via edge Software Technologies
13 CogeminiKnowledge park
14 Matrix Bricks InfoTech
15 MIDAS IT

Non-convenient random convenient sampling method was used, where samples were
drawn at the convenience of the researcher based on the principle of homogeneity and
similar characteristics. It is good when a large number of samples is to be interviewed
in a relatively short time. Therefore, to find get data from respondents, this method
was used so that employees could conveniently respond to the questions sent to them.
During the lockdown, the data was collected with a great challenge as there was no
mobility to visit them personally. Except for a few, the rest of respondents were
requested to send the filled questionnaire. Out of all questionnaires sent, only 503
were considered as they were filled and satisfied the criteria to be chosen after editing.

Sample Size arrived

Where:
Z = Z value (e.g. 1.96 for 95% confidence level)
p = percentage picking a choice expressed as a decimal
c = margin of error expressed as decimals
Where: pop = population
Table No. 1.2
Sample Size Calculation
Particulars Values
Z-score value 1.96
P (percentage picking a choice) 0.5
c (margin of error) 3.2%
SS (Sample Size) [Calculated sample 478.5+ 5% loading for any missing =
Size] 478.5 + 24 = 502.5 (Approximately 503)
The sample size for the study 503

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Sample size is selected on non-random convenience sampling. The samples are
chosen from selected companies from thane and Navi Mumbai region only. The
population variance also requires due to consideration. When larger variance is taken
for study, it requires bigger sample size. Without taking into consideration the sample
of size the criteria considered are flexibility, reliability, representatives, and
efficiency.

1.11 Major Variables considered

Relationship developed among variables for the study

Table No. 1.3

Relationships developed amongst variables
Dependent variables Some Independent variables
Demographic features
Working condition
HR policies
Stress
Family life
Work-Life balance Personal liking
Leisure
Participation
Working environment
Group dynamism
Appreciation
Facilities provided
Social commitments
Communication

1.12 Various concepts related to employment:

 Employee Engagement:
Employee engagement shows the nature of relationship between employees and the
organization. It may be measures quantitatively as well qualitatively. No doubt well
engaged employees contribute best to the organization. They feel to provide

20
suggestions and keep developing trust on management. Well-engaged employees,
always try to be loyal with their organization.

 Employee Participation:
It is the process which shows employee participation in decision making and not mere
a rule follower or simply action on circulars issued and orders given. Employee
participation ensures the principle of unity in direction. It gives scope for
Management by objectives, where all efforts are made to achieve the organizational
objectives.

 Employee Morale:
It shows employees attitudes, outlook towards an organization being into association.
It shows high and low morale and its impact on employee performance. Employees,
with high morale, always feel strongly associated with the organization. They give the
best results and sustain high productivity.

 Employee Stress:
It shows conflict between demand from job side and handling it from employees
related to the amount of control they have. Stressed employees not only damage their
personal life but also the professional life. Unnecessary stress and pressure at work
place affects employees‟ psychology negatively. They are not uncomfortable at work
place but also at home. This creates conflict between work- life balances.

 Motivation:
It shows internal drive, commitment, enthusiasm and readiness to put forth necessary
efforts towards work-related activities and responsibilities. Motivation makes
employees more efficient, as they always try to give their best at workplace. Positive
motivation makes them better every time. It results in work commitment and self-
enthusiasm.

 Training and Development:

Training is a program designed of new employees to increase skills, capacity of
employees through various guided session and practice workshops. Whereas
Development is a program is designed for existing employees to update and enhance

21
their skills to the recent technological development and up-gradation. Trained
employees always are proved as productive human capital.

 Leisure time:
It shows the time when someone is not occupied with his work or duties but either
resting or enjoying. Being, a human, every employee expects free time, holidays, and
vacation to enjoy the life with family, friends, and community. Employees, provided
with adequate holidays and vacation, are more motivated than the ones, who are
denied the same.

 Commitment
It simply means the psychological attachment of employees with their organization
and a promise made or agreement sign to perform in decided manner. Organization
cannot expect good results if they fail to win employees and create among them work
commitment. Committed employees need no more guidance and observations.
Instead, they are like leaders created.

 Job enrichment
It simple means to add additional or challenging tasks in existing duties to motivate
employees. It is like assigning greater responsibilities to the employees. According to
Herzberg‟s theory of motivation, some employees feel motivated with the
assignments of challenging jobs.

 Performance appraisal:
It is a process of analyzing strength and weaknesses of the employees so that they can
either be rewarded or further trained to fulfill job commitments. Performance
appraisal is not only useful to employees but also the organization. Good appraisal
system makes employees aware of their strengths and weakness at workplace with
practice and careful action, they can bring improvement in their work. At the same
time, an organization can also further train, employees with weak performance and
motivate employees with a strong performance by giving awards and appreciation.

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 Compensation:
It is salary and all expenses towards employees such as overtime pay, commission,
insurance plans, and perks given to the employees to retain them in the job. Good
compensation and incentive programs motivate employees to the great extent.
Organizations should have sound compensation policy to motivate employees.

 Promotion:
It shows vertical progress in the employment with higher responsibilities and
authority. If is based on succession planning. Promoted employees are always
motivated.

 Job Transfer:
It is a vertical movement of employees in other department, positions shifts etc. it is
done mostly in service industries. Good transfer policies motivate employees to work
in a better way.

1.13 Statements taken into study showing relevance with work-life balance.
1. Doing something new and challenging:
It is true that motivated employees can do something new in which they keep their
potential. Employees appointed are new and fresh. They are not aware of, kind of job
they are supposed to do or they are not so used to getting accommodated with
working environment immediately. Employees are given induction training by the
organization so that they can learn and update their previous knowledge about the
work. This motivates employees and they start showing impact of a learning curve as
they keep on learning every day and are updated with the new knowledges, methods,
procedures and techniques. But this all would be futile if they are not able to manage
their family life and family relationships. If employees are provided good scope to
balance their family life. They can surely be well motivated to work independently
and add more to productivity by doing something new and accepting new challenges.

2. Influence others:
Employees, who are able to maintain good balance between work and life are always
able to motivate and influence others by their set example. They are not only
independent in their work and duties but also keep the morale of fellow employees

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high. This helps them to pass the positivity derived from organisation to others. No
work is done by individual alone in an organization but it is divided according to
specialization and into various departments. These departments are interconnected
and seek coordination and cooperation among the employees. Therefore, influencing
and getting influenced is one of the most essential aspect in the organization.
Motivated employees with high morale always influence others positively and lead in
the same direction. Here, work-life balance plays an important role. It is not only a
family where influences exist but, in the organization, where it plays the most
important role.

3. Working in group
Working in group, in group dynamics, and in a quality circle, all are dependent upon
work-life balance of the employees. The employees who have been successful in
maintaining good work and life balance are always ready to work in group and do
cooperate with each other. They try to form their groups and carry work with
cooperation and mutual consent. They need no external motivation further but
consider themselves as a part of organization and form strong group synergy to work.
It helps them to be stronger and proactive. Even, their performance appraisal stands
high and they stand motivated all the time. As we know that, no organisation is run by
single individual buy by much appointed personnel. Here, the importance of work-life
balance stands high again.

4. Helping others
It is believed if someone is well himself or herself, he or she helps others in their
problems and issues. Most of the time employees are not able to manage their jobs/
duties along with family responsibilities. They are not able to perform better in the
organisation and lack motivation and suffer from low morale. As they are not able to
coordinate and cooperate any more with others. But the employees who are able to
manage their families and jobs well and have tactic to handle everything well, play an
important role in helping others in their job related or family-related problem. In the
formal organization as well in informal organization, helping others is always an
organisational virtue, which can be done in the form of counselling and employees
can be helped out to perform much better under the assistance of immediate boss,
management support or support of colleague‟s and co-staff.

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5. Working independently
Working independently means having ability to work self-sufficiently on the duty
assigned and task given. Every boss or superior expects his subordinates to work with
less or no supervision under him on the work or project given. Unless employees have
a sense of responsibility and self-reliance, they cannot work indecently. Working
independently helps employees to be more focused without getting distracted. They
are able to concentrate on their work. They can show progress in their work, they can
work in their own pace with proper planning, they can understand how to work even
remotely if is flexible mode of working. Here employees need many attributes and
skills like determination to finish work on time, mindfulness to have stable and
peaceful mental state to work on the project and given environment, ambitiousness to
perform for additional work and disciplined to catch attention of the management. All
this is not possible unless employees have good work-life balance and the ability to
handle job and family well.

6. Like to get appreciated

There are no employees, who do not want get appreciated and praised for their
performance. Rather, it is the motivation, they derive from stated words or recognition
given by management. Recognition and appreciation are not the same but both play an
important role in motivating employees. Appreciated employees are excited which
helps them in improving their life and family. Appreciated employees are happy and
satisfied. They can pass the same satisfaction to their families as well by the way of
good behaviour and stress-free response. Organization should have good appreciation
policy to keep high morale of their employees by passing words of appreciation. It is
believed that if one employee is appreciated, not only he but also the fellow
employees wish to get appreciated and improve their work culture and performance to
snatch the attention of the management. The employees who have family issues can
compensate that stress through appreciation given to him thinking that he is worth and
has the ability and potentiality to be useful for its organisation. Here too work-life
balance is very important.

7. Like to lead and do administration

Employees who wish to lead, fall under the Herzberg theory of motivating factors.
These employees are the assets of the organization as they can be selected in

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succession planning to play the role of retiring manager or superior. It is true that a
man happy in family life can think for it and has scope to get flourished at the work
place. These employees never stop learning, they are best at communication and
maintain good relations, minding metrics and also acting strategically. This is only
possible when employees are able to maintain balance between work and life. The
frustrated employees, due to family problems and troubles can never think of leading
others as their mental state is not good and they cannot think for new or progressive.
Therefore, the study of work-life balance is relevant here.

8. Open to share feeling

It is a saying that „trust and be trustful‟. Employees share their feelings, their ideas,
their stories informally with their fellow colleagues and office friends. They organise
parties and get relaxed enjoying precious moments. Organisation which provides
good working environment to their employees is always successful as indirectly they
provide scope to employees to get informal with each other and stand for each other
during their problems and difficulties. All employees have their personal and family
problems, they are stressed and are not able to focus on their work. If co-staff
provides them support and care, they can open up and share their feelings and also can
seek solution to their problems. Here again the study of work-life balance is very
relevant and appropriate. Even the colleagues can play a role of family members to
give moral support to the stressed employee.

9. Like to participate in decision making

Employees having sound work-life balance, are very participative in decision making
and help organisation by sharing their ideas, thoughts and solution to the problem.
Many a times, mangers do not want their subordinates to participate in decision
making as they do not want conflict arose from the process of consensus. But
according to Schlesinger, it is not a good and right choice as it leads to the less or zero
creative solution and keep problems under low evaluation. Rather by increasing
participation of employees, an organisation enables more collaboration and
communication, can increase more employee engagement etc. involving the team in
decision-making process can benefit not only employees btu also the entire
organization. This is possible for employees only if they are successful in maintaining
a good work-life balance.

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10. Getting personal time
Working for hours and hours never guarantee efficiency. In fact, working without
time planning is a bad feature of work-life balance which affects not only work life
but also family and personal life. Employees, who get time for personal interest are
observed motivated as they can join gym, they can do yoga, learn skill-oriented
course, take further education and degrees and so on. Therefore, an organisation
should have such a working hour timing that helps their employees in getting some
time for themselves and for their families. Employees who are happy with themselves
only contribute best of them. It also helps them to manage personal, family and work-
life properly. Physically and mentally sound and stable employees can contribute best
in their work. They are also able to keep themselves and their family happy. Here the
scope of work-life balance is observed.

11. Ability to fulfilling financial need of family

All work to earn and look after their families. It is always observed that highly paid or
adequately paid employees are able to maintain good work-life balance as they are
able to satisfy financial needs of their families and make them happy. Properly and
regularly paid employees can fulfil demand of their families and can spread happiness
within families. Family expects lot as they are dependent. And at the same time, there
is a great happiness in seeing family happy. Everyone, who loves their family work
for many hours and unconditionally just to their family happy and cheerful. Here
work-life balance is relevant as employees do not have tension of borrowings money
from others and creating debts and putting family into stress.

12. Getting time to spend with family

Organisation expects work from employees, but at the same time family also expects
loving moments from a husband, father, a son or a mother, sister or daughter-in-law.
That is very natural. Today, there are many cases of divorce, simply because there is
no quality time to spend with each other. It may seem to a small matter but it is
serious issue as many relations are coming to an end simply because they are stuck
into their work and duties and do not have time for each other. Every employee tries
to take out some time and spend with their families. But it is also a duty of an
organisation to create a good working environment and maintain working hours
enabling employees to have time for their families. Remote working and flexible

27
working mode are one of the best solutions for it. As employees can spend time with
family and would also have accountability to finish assigned work or job. Spending
time with family is important as it fosters bonds with family members. One can share
his experience at work and also try to compensate those unsatisfactory moments with
the moments spent with loved ones. It helps in enhancing mental well-being, helps in
spreading virtues withing family, creates best family environment and helps the child
feel loved as they miss working parents. If an employee gives time to his family by
taking them for dinner, movies, trips etc, he or she is happier and can reflect the same
in productivity at work place.

13. Attending children‟s schools and functions

If working sincerely is the prime objective of an employee, then giving time to their
children should be the most foremost objective. Children need parents, their warmth
and their advices from time to time. employees who are workaholic and do not take
out time for their children‟s studies, their school functions and parent meet, are
always at a risk of creative negative thoughts among the children. Children do not feel
loved and they do not create that sensitivity towards parents. This can again disturb
employees as they start feeling that while working, they are losing their children.
Most of the time females leave their jobs to raise their children. But this way, there is
a reduction in women work participation which is again a social problem. To avoid
this, many advanced countries have provision for child care for their female employee
staff. This helps them in contributing best at work place being relaxed due to the
provision of child care.

14. Allowing communication during working hours

It is always believed that too much formal and too much informal organisation is not
good. Too much formal organization affects organisational growth as there are more
rules and restrictions on the employees and they do not feel engaged with the
organisation. Whereas too much informal organisation is not good organization as it
results into gossips, rumours and informal communication. There has to be a balance
between this two. Considering into the human right approach, employees should not
be restricted to use cell phones during working hours as there can be some urgent
calls. Rather, there should be timing allotted during which one can use cell phones
and can get connected with their family enhancing work life balance. If there is full

28
freedom to use cell phone, then it will result into a wastage of time and resources. To
help out employees to have sound work life balance, they should be allowed calls
during emergencies and as and when required.

15. Standard schedules

It is necessary that an organisation should have proper time table and schedules
enabling employees to understand their working and free hours. This will help them to
find out their priorities during on and off timings. This helps them to get connected
with family during free time and also work efficiently during working hours. Work-
life balance is more dependent on organisational timings and standard schedules. It
increases operational and employee efficiency at the same time.

16. Meeting expectation of colleagues

No organization employs a single staff but they hire different people in different
positions to keep work diversity. Being social animals, every employee expects from
each other whether it is formal or informal need. This is important as in formal
organization it is not that easy and quick to satisfy the need of the employees. But in
informal organisation, it is very quick and very possible. Till the organization arrives
at the decision, colleagues help each other with their expectations and solve the
problem. For example, adjusting duties and shifts if any and support while rendering
services etc.

17. Good energy

It is observed that the employees who are successful in maintain good balance at work
and life always have good energy. It is because psychologically and mentally they are
stress free and have peaceful mind to get adjusted with work and family environment.
Good energy among employees is always useful for an organization in the form of
efficient work and productivity. It also useful to families in the form of cheerful and
happy moments. The employees who are energetic, are always more able to adjust
work and family at satisfactory level.

18. Community participation

Every person is not only committed to his family and work, but also to their
communities and social groups. Employees who are able to meet expectations of

29
communities and social programmes are found more energetic and happier at work
place and in families. Most of the time, employees are affiliated with the social
groups, may be through physical contacts or through online association. They feel
accountable to contribute in community development and social well-being of their
people or group. It is like attending mass in the evening, meeting for Sunday prayers,
meeting for social and community development, etc. organisation should allow
employees to get involved in their community work and should not stop them as it is
their personal and social matter. Many employees are associated with different NGO‟s
social networks to sustain their community strength. This also is dependent on work-
life balance approach.
19. Team work
No one can work in isolation and alone. But, work in a group of people who work
together toward common goal or purpose or direction. Unity is the foundation for
effective teamwork which enhances creativity and productivity at work place and
makes it more healthy and happier. Team work helps employees to have fun while
working, to increase communication with people in contact, reducing work stress and
work confusion, to be more creative, to have less fear while working, to have personal
growth, to be less burnout, to have resilience, to have more diversity etc. Teamwork is
beneficial to organization as working together in groups always gives better result.
Team work increases scope for coordination and cooperation, which in turn helps
employees to have good work life balance.

20. Getting holidays

Continuous and hectic work life and pressures makes employees frustrated, stressed
and unhappy with their jobs. So, the vacation and holiday are must to rejuvenate
them. It is observed that the professionals who are given adequate holidays and
vacations, are able to contribute well for the organisation. The employees who take
break from the work are more inclined to take extra work. They feel stress free and
find increased productivity. Vacation reduces the chance of bad pressure and heart
attack.It improves sleep quality. These all advantages help employees to keep good
work life balance.

21. Stress due to multiple work

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Employees who are given more and multiple work at a time are found to fail in
maintaining work life balance. They are more stressed, frustrated and burnout and are
prone to mental and physical health issues. At one side, they lose health and at the
other side they also lose their family life and persona life. An organization should take
care that they no multiple work is given to the employees. It may affect the interest of
organization indirectly.

22. Love towards work

Employee who are able to maintain balance between work and life are more active in
their work. They love their work. They find happiness in performing their duties, they
feel good at work place, they do not take leaves, they perform regularly and increase
their productivity at the work the place. Happiness at family, makes them feel better at
the work place as well. So, work-life balance has more relevance in someone‟s liking
and love towards their work.

23. Happy with salaries and monetary benefits

Good pay always creates satisfaction among the employees. The more is the pay;
more is the commitment at work. Organisations should try to provide good salary and
packages to their employees to keep their morale high. The employees with handsome
salary are able to fulfil family needs on time and are successful in keeping family
happy. This helps them in maintaining good balance between work and life. Good
compensation is the key to keep employees highly motivated, committed and happy.

24. Working environment

Work environment plays an important role in keeping physical and mental health of
employees in good condition. Working environment does not only include good
infrastructure but also good social relationships. There are different types of working
environment such as realistic, conventional, social, enterprising, and artistic. An
organization overlook working environment as is brings impact on the employees
from time to time. work environment should be associated with behavioural approach.
A good behaviour also determines peaceful environment at work and at home. Good
and sound working environment helps employees to keep good balance at work place
as well as at home.

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25. Enjoy privileges
Employees who enjoy benefits provided by the organizations are more satisfied and
happier. This happiness helps them to be happy in their personal as well as family life.
The better are employee welfare programs, the better is the result of organizational
productivity. The privileges enjoyed by the employees have positive relationship with
work efficiency and life management.

26. Organisational support

Organization support is the key factor in creating trust among the employees.
Organizations, which are employee friendly are always successful as they understand
the need of their employee and take care of their needs. It helps in increasing adaptive
performance of the employees. Organisational growth is dependent upon employee
performance and performance is depended on the support provided by the
organisation from time to time. employees with good organizational support are also
able to keep their family and personal life happy. They are successful in keeping
work-life balance proper.

27. Clarity of job role

Employees appointed on particular post and are clear about their job profile are less
confused, stressed and are highly productive. They need not cope with up with new
skills and new methods. They are comfortable with work assigned based on their
qualification and skills. They are less worried about new things and carry their work
in peaceful and efficient manner. This helps them in maintaining their personal and
family life in good state and they are quite successful in keeping work life balance.

1.14 Statistical Tools and Techniques Used in the study:

Data analysis is needed to find out answers to the research questions faced by the
researcher. It is also known as statistical analysis and is categorized as descriptive and
inferential analysis.
Descriptive analysis largely studies the distribution of one variable and provides us
information about individuals, companies, subjects with their characteristics.

 Descriptive Statistics are used to tabulate the data, calculating the frequencies
and generating the summary tables

32
 Inferential Statistics are used to conclude the samples from the framed
hypothesis.

A) Descriptive Analysis:
It helps in summarizing and organizes characteristics of a data set which is a
collection of responses or observation from sample or entire population. There are
three type of descriptive analysis such as:
 Distribution
 Central Tendency
 Dispersion
This statistic is used to show the basis characteristics of the data in a study. It shows
summary of the sample and measure used. For any quantitative analysis of the data,
this statistic is must. They are not same as inferential statistics. It answers the question
„What is data‟ or „What does it show‟. It merely describes the data and is not related
to the conclusion. It is used to present quantitative descriptions in a manageable form.
It has lots of measures in the research and there it helps in simplifying large amount of
data and summarize it properly. To show descriptive statistics, a number of tools is
used.
A) Graphical Method:
Histogram
Scatter Plot
Geographical Information System
Sociogram

B) Central Tendency:
Central tendency summarizes the whole distribution of values as a average value. It is
a measure of the location of the center or middle of the distribution.
1. Mean:
It is the simplest and most common measure where the average is shown. It is
calculated by dividing sum values by number of values. It is simply known as‟
average‟ in statistics. It is a good measure when the data is in symmetric distribution.
Most of the time, the value of mean is evenly distributed and is equal to the middle
most number. It is a rigid measure which does not show change in the result. It is not
affected by the position of value as it takes into consideration each value of data in

33
given set. The advantage of it is that a persona having basic knowledge of the
mathematics can use it for his study presentation. The result of its can be derived even
though the large groups of numbers are there. The more advantage of this is that, there
can be further algebraic treatment for it and mean of more than one series can also be
obtained from means given of individuals.
It also gives scope to find out Geometric mean which is the nth root of the product of
the scores given. It is also helps in calculating harmonic mean, used to take the mean
of sample size.

2. Median
It is the middle score of the distribution given. It exactly divides data in two. Above
the median and below the median. It is, sometimes is found more informative than
mean income given. The only criteria needed are to arrange the series either in
ascending or descending order to find out the exact middle value. It is a magnitude of
the middle value which divides the series into two equal parts. Median is shows
graphically with the help of cumulative frequency curves, known as „ogive‟. Median
is easy to measure and is quickly intelligible. Its value not affected by the extreme
value or item given in the series. It is very useful in measuring dispersion and
skewness. The main thing to note is that, it is not computed but just estimated.

3. Mode:
It is the most frequent value repeated in the series or value which occurs maximum
time in the series. It is most typical value that receives the maximum frequency. It is
denoted by „Z‟ and has more application in the business. It shows repeated greatest
number of times in the series. It shows the greatest density and can be more than one
sometimes. This measure is more used in business and trade and it is easy to locate.
Mere by inspection too, it is located. There is no condition of having all the items for
the estimation. Like median, it can also be located graphically and shows the
distribution in much as better way.

C) Measures of Dispersion
Dispersion simply means „deviation‟ or difference over certain values from central
values. It measures the deviations of the different values from designated values of the
series. This value may be an average or extreme value. The main reason for

34
calculating dispersion is to determine the reliability of an average and also to serve as
a basis for controlling variability and to compare more series in the light of variability
and to do further computation.
 Range:
It shows the difference between the values of extremes. Mainly the largest and
smallest value. Value between two extremes is ignored while calculating range. It is a
indicator of variability of given set of observation.

 Standard Deviation:
It is a root of sum of squares of the deviation divided by number. It is well known as
“Mean Error Deviation‟. It is a second moment of dispersion at minimum sum of the
squares if the deviation given.
 Skew:
It is also known as skewness. It tells us whether the dispersion of items from average
is symmetrical or asymmetrical. Suppose, if the dispersal is symmetrical- below an
average equal the number of the items above it, it is known as normal distribution
where Mean=Median=Mode.
In case, if a distribution is not a normal distribution, it is known as skewed
distribution and here the value of Mean, Median, and Mode does not coincide.

At positive skewness: Mean > Median > Mode

At negative skewness: Mean < Median < Mode

D) Measures of Association:
 Chi-square:
Chi-square statistic has many applications; one of the important applications of this
statistics is testing the “independence of attribute when data is classified in some
categories. In our case we have categories of occupation, income etc. on one side and
responses like YES/NO, SD/D/NEUTRAL/A/SA on other side for different questions.
In this case the first is considered as attribute one and second (their responses) as
attribute two. This cross-tabled data is then validated for independence (association)
using chi-square test. This test is one of the tests of significance. It is written as X 2and
is also known as “test of association‟, which shows relation to sampling analysis for
comparing variance. This test is used to decide if two classifications are independent

35
as non-parametric test. When the calculated value of X square is greater than its
critical values, null hypothesis is rejected showing no association between considered
variables.
 Correlation:
It is simply defined as a statistical technique which measures the degree of association
between or relationship between variables and helps in finding out or studying the Co-
variance of two more variables. It is used to show the causal connection, association,
and relationship between two or more variables given. Variable may show positive or
negative correlation between or among them. If two variables have same directional
move or can say if change in same direction, there is a positive correlation. It means
that if there is an increase in once variable corresponding same effect on other
variable, then it is a positive correlation. Say if employee‟s salary increases, it will
increase their morale.
On the other hand, if two variables move in different directions and show
contradiction or inverse behavior, then they are negatively correlated. For example, if
employees are given a memos for their irregularity, they may start coming on time
and show their regularity. Sometimes, variables show zero correlation. The best part
of correlation is that it can be expressed visually and done by scattergram or scatter
chart. It is graphically displayed showing the relationship or association between two
variables.

B) Inferential analysis
Inferential analysis has been used to derive the logical conclusions of the samples.
The following techniques have been used in the inferential analysis
 One Way Analysis of Variance (ANOVA), Pearson Correlation, Chi-Square
test, Reliability Analysis, Factor Analysis and Structural Equation Modelling (SEM)

 TEST USED:
 Mann-Whitney U test:
The test is used two compare the two variables when variables are defined on ordinal
scale. The Mann-Whitney U test is considered as a non-parametric counterpart for
parametric independent t-test. We used the Mann-Whitney test in our analysis
because, in some parts of the analysis we compared two ordinal types of variables.

36
Use this when two different groups of participants perform both conditions of your
study: i.e., it is appropriate for analyzing the data from an independent-measures
design with two conditions. Use it when the data do not meet the requirements for a
parametric test (i.e. if the data are not normally distributed; if the variances for the
two conditions are markedly different; or if the data are measurements on an ordinal
scale). Otherwise, if the data meet the requirements for a parametric test, it is better to
use independent-measures t-test (also known as a “two-sample” t-test. The logic
behind the Mann-Whitney test is to rank the data for each condition, and then see how
different the two rank totals are. If there is a systematic difference between the two
conditions, then most of the high ranks will belong to one condition and most of the
low ranks will belong to the other one. As a result, the rank totals will be quite
different. On the other hand, if the two conditions are similar, then high and low ranks
will be distributed fairly evenly between the two conditions and the rank totals will be
fairly similar. The Mann-Whitney test statistic "U" reflects the difference between the
two rank totals. The SMALLER it is (taking into account how many participants you
have in each group) then the less likely it is to have occurred by chance. A table of
critical values of U shows you how likely it is to obtain your particular value of U
purely by chance. Note that the Mann-Whitney test is unusual in this respect:
normally, the BIGGER the test statistic, the less likely it is to have occurred by
chance).
 Z-test:
This test is used to test the proportion between two variables. This is large sample
parametric test. Since responses are collected from two levels of groups and it is
necessary to compare the proportions of two levels for their difference in the opinion
on many factors. Even the number of respondents in each group is more than 30 (large
sample test) we used a z-test of proportion. This test is used to find out the proper
proportion between selected variable at a significant level of 0.05. To calculate z-test
we consider sample mean, population means, standard deviation of population and
number of based onest is calculated on the basis of normal probability distribution. It
is mostly used tool in Research when sample size is more than 30. The condition is
that the variance must be known. It is convenient than a t-test.

37
 One sample Z-test:
It is used to know if particular population parameter, mostly a mean significantly
different from assumed value. It helps in estimating the relationship between mean
samples and assumed mean. Even critical value can also be calculated with it. if its
value falls into criteria for one sided test, the null hypothesis is rejected and
alternative hypothesis is accepted. It assumes continuous data and symmetric
distribution.
 Two-sample z-test (two-tailed z-test):
Here two normally distributed samples are required which are independent. It
determines relationship between the population parameters of two samples.

 Kruskal-Wallis test:
This test is used in the same way as that of ANOVA. The only difference between
these two tests is, ANOVA is used with parametric data and K-W test is used with
non-parametric data. Since in our analysis we compared non parametric data, we used
the K-W test. The test shows whether median of two or given groups are different.
This test is called as H-test and assumes that population medians are equal or not
equal. It shows the significant differences between given groups.
This test is appropriate for use under the following circumstances:
(a) You have three or more conditions that you want to compare;
(b) Each condition is performed by a different group of participants; i.e., you have an
independent-measures design with three or more conditions.
(c) The data do not meet the requirements for a parametric test. (I.e., use it if
The data are not normally distributed; if the variances for the different
Conditions are markedly different; or if the data are measurements on an (Ordinal
scale)
 Binomial Test:
The Binomial Test procedure compares the observed frequencies of the two
categories of a dichotomous variable to the frequencies that are expected under a
binomial distribution with a specified probability parameter. By default, the
probability parameter for both groups is 0.5. To change the probabilities, you can
enter a test proportion for the first group. The probability for the second group will be
1 minus the specified probability for the first group.

38
 Factor Analysis:
Factor analysis is a variable reduction tool used for reducing the number of variables
for comparison. Factor analysis sometimes is used for extracting important factors.
The extracted factors are then considered for further statistical analysis. In analysis we
tried to extract important factors on many aspects. So we used factor analysis.
 Structural equation modeling (SEM):
It finds causal relationship by using statistical techniques showing casual relations
between statistical data and causal assumption. It is more used to confirm and explore
modeling. It is used in theory testing and theory development. Confirmatory modeling
usually starts out with a hypothesis that gets represented in a causal model. The
concepts used in the model must then be operational zed to allow testing of the
relationships between the concepts in the model. The model is tested against the
obtained measurement data to determine how well the model fits the data. The causal
assumptions embedded in the model often have falsifiable implications which can be
tested against the data. SEM is used for exploration.
The SEM can be used to construct latent variables (unobserved variable of interest):
variables that are not measured directly but are estimated in the model from several
measured variables (observed directly), each of which is predicted to 'tap into the
latent variables. This allows the modeler to explicitly capture the unreliability of
measurement in the model, which in theory allows the structural relations between
latent variables to be accurately estimated. Factor analysis, path analysis, and
regression all represent special cases of SEM.

1.15 Presentation of the study

The data collected is presented through convenient diagrams like pie diagram, bar
diagrams, histogram, etc. the purpose of this is to analyze the data is an easier way
and to make it simpler for the audiences. Graphic presentation involves the use of
graphs, charts and pictorial devices which helps to reduce large masses of statistical
work. It is very important when the prospective readers are non-technical people or
the general public. It is good for technical people as well as it catches their attention
and helps them to analyze data quickly. To present data, different bar diagrams, pie
diagrams have been used so that audience can easily understand the summary of the
findings.

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1.16 Limitation of the study
The study is related to the IT professional (employees) from Thane and New Mumbai
area. The study shows the Work-Life balance of these professionals considering their
demographic characteristics, working environment, family environment and self-
balance. No studies are perfect though they are extensive and unique. There are a few
limitations to it. This study too has the following limitation:

 The study is restricted to Professionals of IT companies in Thane domicile. There

are many companies listed but this study is restricted to only a few ones due to
lockdown impact and time constraints.
 This study is restricted to IT sector so the findings cannot be generalized to other
sector employees as the job specifications, qualifications, individual differences
differ from each other.
 The samples are representatives of the universe and so the results drawn are
supposed to be applicable on the assumption of homogeneity of nature of
employees.

1.17 OUTLINE OF THE RESEARCH

Chapter 1: Introduction IT sector, Quality of Work-life
This chapter discusses the meaning of Work-Life balance, theories of Work-Life
balance, Work-Life balance management and the role of organizations and individuals
in it. Chapter also shows Profile of Thane district, IT Industries profile, and profile of
IT employees. The entire chapter shows the theoretical perspective related to the IT
sector in India and Work-Life balance of the employees in general belonging to
various organizations. The chapter is a base of understanding the problem of the
statement. It shows the outcome of all the previous studies carried or theories
developed.
Chapter 2: Literature Review
This chapter shows previous studies carried on related topic with different
dimensions. The ROL consists of Work-Life balance, IT industries, It Professionals at
national and international level. To related study with related dimensions, ROL
related to the quality of work life have also been taken into consideration. The
literature reviews are a base of finding out gap of the study and so many works have
been considered to record so that the research fill is well understood.

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Chapter 3: Research Design
The third chapter deals with research Design and consists of Introduction to Research,
Statement of the Problem, Research Questions, Objectives of the Research,
Hypothesis of the study, Research Design, Sampling Frame, Type of Data Collection,
Major Variables considered, Data Analysis, Presentation of the study, Limitation of
the study, chapters Plan. This chapter explains all the process and steps followed to
carry the research work.
Chapter 4: Data Presentation and Data Analysis
This chapter shows the presentation of Data in the form of Pie, bar diagram to make it
simple and understandable. The data tables are explained to relate with understanding
of findings. The chapter shows entire data collected based on the framed
questionnaire. Different charts, diagrams, table are used to explain the findings in the
easiest way.

Chapter 5: Data Interpretation and Hypothesis Testing

This chapter shows interpretation of the data showing the relationship between
dependent and independent variables and their statistical relation along with the status
of hypotheses accepted or rejected. It shows treatment carried on data collected to
prove or disprove the hypotheses. It shows the quality of research work and the
relevance in statistical form.
Chapter 6: Findings, Discussion and Recommendations
This chapter shows all findings and discussion on it and also the recommendations
toward the research problem identified. The chapter also consists of conclusions and
further scope of the studies. The chapter
Chapter 7: References and Bibliography
This chapter shows the references used while collecting secondary data and Literature
of Reviews. It also shows sources of various reports, online publications, and websites
related to the nature of study. It is very crucial to have successful research. It helps
readers to find out the original sources and also helps in improving writing skills. It
shows how widely the researcher read the articles and references.

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 CHAPTER 2
LITERATURE REVIEW
_____________________________________________________________________
2.0 Introduction
2.1 Review of Literature
_____________________________________________________________________
2.0 INTRODUCTION
Literature Review is a process of knowing and understanding the previous studies
carried, on the topic which researcher intends to carry out. It helps him to understand
which type of dimensions have been used in the study and therefore helps him to find
out research gap to decide his research. Literature Review is very important as it helps
in avoiding repletion of the work and similar titles. It helps researcher to have more
insights towards his studies and think in a more diversified way. The previous studies
show him the direction to carry his work, adopt some techniques, methods etc. It is a
base of research design and plays an important role in guiding research scholars and
creating interest among them.
Literature Review is done to understand previous studies done on the topics related to
researcher‟s statement of the problems. It helps to find out the research Gap, if any is
there in the studies or any specific dimension which can be studied deeply to draw
new dimensions of the study. It helps to read the thinking of many scholars who come
out with new suggestions and recommendation toward the problems they undertook to
study in detail.
This chapter explains literature Reviews related to IT sector, Work-Life balance and
quality of work life. Selected theses, articles have been referred to to find out what
types of studies have been carried in the same area with different dimensions.

Adhikari, Dev & Gautam, Dhruba(2010) gathered data by using a structured

questionnaire prepared for trade union leaders to examine the situation of
manufacturing jobs and to find out expectations from new legislation in Nepal. They
divided paper into four parts: review of Nepalese labor laws, situation of units, actual
assessment, and measures. In the country like Nepal, the condition of working-class is
not so good and quality of their life is deteriorating. It has resulted in negative
consequences indicating lack of QWL techniques or measures. The study was about

42
employee rights and quality of their work life-affecting Work-Life balance. The more
focus was given the working condition of the employees and assessment of their
performance. This study was more comprehensive as it covered the laws regulating
employees and its effect on their Work-Life balance. The rule and regulations indeed
have to be labour welfare oriented and should leave a good impact on employees.
There should not be any clause or section which bring wrong effect on the life of
employees. When it is a issue in poor country like Nepal, then the question of Work-
Life balance is more appropriate.

Agarwal Arpita (2019) carried study on 250 employees from private and public bank
and found that majority of them are able to have a good time with family and also not
able to get support from their families helping in reducing stress occurring from the
feeling that, they are not able to give time to their family. Majority of the employees
agreed that they have work pressure and sometime, it is difficult to bear it. Regarding
timing, the employees of public sector banks were found more satisfied than private
sector banks, as they had to work for more hours every day. Being into the banking
sector, many of them showed regret about flexi-work timings. They also showed their
unhappiness for not having sufficient holidays. Compared to public sector bank
employees, private employees found more difficult to keep a balance between work
and life. Though study was of general type, it brought out some real facts that the
private banks expect more from employees. This results into work-life imbalance. It is
a today‟s reality that working hours only for name sake in some banks. Employees
have to work for many hours and in the name of flexible working hours, they are
exploited for maximum hours.

Agha, Azmi& A. Irfan (2017) explored the job satisfaction and an arena of Work-
Life balance amongst the higher education teachers. A dimension of work pressure
effects in personal life and personal life conflicts creates issues in work-life was
mainly analyzed. It is noted that support in personal life and work life improves job
satisfaction of higher education teachers. Further deviating variables like age of
respondents, name year of experience, nationality, personal lives, goal-oriented
attitude deviates accordingly to job satisfaction. In a structural equation model the
magnitude of this variable is 8.50 which assessed the direct relationship between the
above variables. So, it is concluded that employees, the employer should collaborate,

43
discussed, and apply rules and regulations towards Work-Life balance. In higher
education sector, lecturers are supposed to be creative, handle evaluation, get engaged
with so many curricular and extra-curricular activities and at the same time, also have
to enhance their academics. This creates imbalance in life as family life is somewhere
overlooked. The study was appropriate the Work-Life balance of teachers working in
primary, secondary, and high education level is not same. Depending upon working
hours, quality of training, WORK-LIFE BALANCE differs in higher education.

Akbar, et.al (2016) examined employee job satisfaction in IT organizations in

Chennai city, India. Primary data was collected for this study for the period of 3
months. Total no. Of the respondents were 500, 100 selected from each company.
They concluded that employee‟s job satisfaction is divided into 5 categories which are
training & development activities, financial rewards and opportunities for promotion,
suitable incentives and welfare measures challenges towards working environment
and appropriate timing and growth for personal talent. These five factors should not
be overlooked on has to keep a balance between work and life. This study was based
on non-probability quota sampling to find out the level of job satisfaction in IT firms
in Chennai. The study was more descriptive and inferential in nature.

Ako, Dr. Eyong, (2018) tried to measure Work-Life balance as the key driver of a
person's resources management. Several organizations, which are aware of the reality
and have taken sensible steps to improve their methods to generate a good
atmosphere. In today‟s international marketplace, as organizations goals are to cut
pay, it falls to the human resource skills to acknowledge the impacts of work/life
balance. The foremost necessary issue to influence and develop Work-Life balance is
not only an organization‟s commitment also as an individual‟s commitment.
Therefore, the recommended Work-Life balance methods will facilitate organizations
in generating stress free settings to enable employees to keep work-life balance. This
study shows that personal needs should also be criteria in deciding Work-Life
balance. If a person is happy, satisfied, relaxed, he or she can well manage job as well
as family. Many a times, we mention about organizational move enabling employee to
keep Work-Life balance. But it is not so. The responsibility of every person towards
balancing work and life is also one of the basic necessities.

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Ala'aldin Alrowad, et.al, (2018) explored link between talent management, Work-
Life balance, and psychological feature drivers of worker engagement and
organization performance in the telecommunication and data technology sector in
Jordan. Each Work-Life balance and psychological feature drivers of worker
engagement were examined as mediators between talent management and
organization performance. Researchers found a positive relationship between talent
management and its 3 dimensions, specifically talent attraction, talent development
and talent retention with organization performance. Results conjointly found a
positive relationship between talent management and its 3 dimensions with Work-Life
balance. A positive relationship conjointly found between talent management and its
dimensions with psychological feature drivers of worker engagement. Finally,
WORK-LIFE BALANCE management is a tool to have a strong link between talent
management and organization.

Alex Vallapally(2018) explored the lives of many who are leading sober and good
life discovering the factors that they add quality to one life and strengthens them for
better and sober life. The study revealed three components that are essential for
sustaining quality life. It showed that healthy life style has good impact on quality life
too. For De-addiction centre‟s conduct centres focus on treatment and follow-ups
focusing on society. He studied the relationship between sober life and socio-
demographic factors. The research was carried on 400 of respondents adopting
purposive sampling technique. The very purpose behind this study was to explore
determinant of sober life leading to QWL. Unless the quality of work life is good,
there cannot be Work-Life balance. Both, quality of work life and WORK-LIFE
BALANCE are interdependent. The employees who have good quality of work life
are found more able to maintain work-life balance.
Amandeep Kaur (2019) studied the problems of women working in banking and
insurance sector and managing Work-Life balance. He tried to study more
administrative and legal aspects related to it and also found broad factors which affect
women work and life in the state of Punjab. She took into consideration, wide range
of physical and socio-psychological strains such as anxiety, depression, irritability,
lack of sleep and illness. She also related study to number of divorce cases. In her
studies, she only considered women and their problems faced while working in the
banking and insurance sector. How the long hours and target sales affect their morale

45
and conditions is also explained by her. He conducted a study on hundreds of women
working in financial sector. When it is a service sector, women are more into
problems as the working hours are mandatory and it is not easy to balance work and
family. Especially, if women are married and having children, this problem becomes
more server and concerning. In both banking and insurance sector, women not only
gives their services but at the same time look for handling their family and fulfilling
needs of other family members. Here the role of organisation is very important. Like
western world, organizations should have provision for children care center so that the
more women can be employed and the participation of women in jobs can also be
increased.

Andrea,Silvia and Massimo (2020) Investigated the significance of non-working

factors in Work-Life balance on health, and the effects on Family and health life
balance on job satisfaction is also assessed. Data was collected from 318 respondents.
They mentioned that a good Work-Life balance should be maintained so to avoid
difficult situations. This study revealed that the workers are aware of Work-Life
balance and it is not age, but the health of an employee, which is more considered.
The study was more focused on health aspects of the employees as physical and
mental; both perspectives are important to understand WORK-LIFE BALANCE
among employee, as it has direct impact on their productivity and in turn affects the
overall efficiency of the organization. This study was single dimensional and more
specific as it only took into consideration the health factor of employees while
managing Work-Life balance. Health may be considered as physical health or mental
health. Sound health is must for enhancing productivity at work place and at the same
time there has to be sound behaviour to handle co-workers and family members.

Asmita & Bhola (2012) made an attempt to analyze the strength, opportunities and
constrains faced by women employees in Indian IT sector. They mentioned about the
growth of individual elements during globalization era like micro level, society &
individual identity and labour market. The conclusion of this study was that women
have gradually preferred to work out side home and thus reduce their financial
burden. The study revealed the financial need of the women and their attempt to
generate balance between work and life. They managed generate cash balance as
family is happier if additional income is added in it. The study was more about

46
women and their financial behaviour. It revealed that the income of women is an
additional source for saving and also a main income for independent or divorced
women.
Atasi Mohanty, et.al (2016) workplace being dynamic in nature along with changing
socio-culture environment resulted into dissymmetry in work and personal life of
employees. The researcher studied of such condition existing in India. The study
revealed that the personal life and work life are the two side of the same coin.
Cultivating the habit of accepting the change among employees and way of
structuring the organization would be handy in the matter. No side can be avoided or
overlooked. But one has to be able to see that none of the side is more affected or less
focused. If work life is not taken seriously, it may result in bad appraisal, loss of job.
Whereas, if family life is not taken seriously, it may result in divorce and conflicts.
This in turn will affect the state of mind which may create turmoil in life. The study
was conducted based on non-probability random sampling to come at right
conclusion. The study further stated that there should not be a more focus on one side
of WORK-LIFE BALANCE. Rather, employees should learn to maintain balance by
some initiatives.

Babin Dhas (2015) (this report studied the key factors relating to Work-Life balance )
In this competitive world, every person is living a mechanical life, so in order to
create balance between responsibilities in work and life, it is important to maintain
Work-Life balance. Here in this research, a technique of giving average balance
weight and proper management of time, ease flexibility of work, duration of work
time, location etc. were described variables, that effect Work-Life balance. This
research also concluded that value-based system and effective training programs helps
in soughing efficient Work-Life balance. This study was more like narrating
employees‟ life especially when their life becomes monotonous and tiring due to
mechanical work life.

Balaji (2014) presented a study related to Work-Life balance amongst women.

Women plays a major role in Indian society, she has many multitasking to perform
right from household chores, to career, to family responsibilities and society. So, it‟s
very important to maintain Work-Life balance especially in IT sector. Perspectives
like work pressure in job, multiple roles in jobs, affects Work-Life balance. It also

47
pinpointed that family conflicts, values, affects the Work-Life balance amongst
women. Playing dual role is never easy for women; they are expected to fulfil their
duties at office and also at family. Lacking to which, the not only feel low but also
lose morale. The mental state of mind is more needed to be protected in such a case.
Specific course or program must be designed enabling them to maintain balance
between work and life. This study was more comprehensive and was like socio-
economic conditions of women when related to Work-Life balance.

Beulen M and V. Broeck (2007) contributed in understanding the differences in

work motivation in public and private sectors. They collected data from primary
survey taking into consideration more than 300 private sector and 409 public sector
employees in Belgium, Europe. They rationale behind this, was to understand to what
extent the employees are motivated in both the sectors. The research showed that,
employees in public sector are less motivated as they are affected by hierarchy level,
work determinants. They also are affected by job content and not by sector. Therefore,
Work-Life balance of both the sector is not same but there is huge difference between
two when compared with job related attributes. This study was comparative in nature
and showed the different between private and public sector firms and conditions of
their employees. The result showed that the employees of private sector are more
accountable and need promising commitment to prove their efficiency, talent and
productivity.

Bhosale (2011) studied to understand the present scenario, scope and challenges in
Indian IT industry. To satisfy his research problem he used secondary data. He also
concluded the Indian IT sector has emerged as the largest private sector employer in
the country. Infusion of investment in R&D, diffusion of knowledge, skill and
experiences will prove to be a further boon in the industry. IT sector has been gaining
name in the global market and is one of the high revenues earning sector today. The
research in technology to have sound software and hardware systems may increase
potential demand of IT products. So there has to be a government support,
technological up-gradation, innovative ideas and smart entrepreneurs in making. The
paper was based on secondary data and was descriptive in nature, in which IT sector
in India was highlighted.

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Block, JornHendrich et.al (2008) showed comparison of the Work-Life balance
between different groups of self-employed and employed individuals as a focused part
of the study. Researchers have found out that contrary to the popular belief that self-
employed individuals enjoy a better Work-Life balance due to full control over their
time the results seem to be quite opposite and employing personnel seems to make it
further complicated. Researchers have also highlighted the fact that the results should
be used with care due to the fact that the self-employed individual also enjoys a
greater work satisfaction which can compensate a lower Work-Life balance. There is
demand from other side in case someone is employed and he has to struggle to fulfill
it. It creates imbalance. On the other hand, one who is independent to take decisions
and free to carry work as he or she seeks, there is less question of WORK-LIFE
BALANCE. This kind of study provides more scope in understanding Work-Life
balance among males and females as a part of gender studies. There is more
convenience in self-employment than being employed. The self-management is more
observed in case of self-employed people, as they feel dignity in sustaining family by
managing their work on time or accordingly.

Bobby and W.Green Jr(2009) found out the relationship between goal setting,
engagement, optimism at work place and performance of the employees as an impact
of these all. They conducted research on 426 full and part time employees and
examined the impact of these goals setting on employee engagement. They found that
well engaged employees surely have positive impact on workplace. They keep
optimism and do play the role of growth agents for the organization. Full time
employees need more efforts to maintain WORK-LIFE BALANCE than the part time.
As part time employed ones have minimum accountabilities and obligations towards
organization. They have a chance to skip the job and get free from job stress and
burden. The study showed that the organization cannot grow until it is successful in
engaging its employees. The sense of belongingness and commitment always comes
from the engagement. Employees feel engaged to the organization, if it provides that
level of atmosphere and treatment to its employees.
BolakeSujata (2014) conducted survey on 300 employees from IT companies in
Pune to find out their level of satisfaction, role of the employers, perception and
expectations of the employee, skills needed etc. She found that the IT sector
employees are satisfied not only from hygiene factors but also form motivating

49
factors. He studied hypothesis explaining difference between men and women
employee job satisfaction. She also considered various factors such as
communication, relationship, working skills, compensation, promotion and transfer
affecting job satisfaction of the IT professionals. This study was more like gender
study where the researcher tried to find out how various factors or determinant affect
the level of satisfaction of men and women employees in the organisation. She carried
study using non probability sampling method and tried to prov the hypothesis using
inferential statistics.

Bryson et.al (2006) found out interaction between the opportunities provided by the
organization for development of employee‟s abilities and capabilities in the light of
employee engagement levels. Their observation was that the hierarchy level
determines the level of engagement. It is found that the employees at higher hierarchy
found them more engaged that the employees from lower level of hierarchy.
Therefore, opportunities provided by the organization help employees to get more
engaged in their work. The study related Work-Life balance and engagement of the
employees according to the level of management. According to each level of the
management, each employee feels engaged with the organization. The top-level
employees have feeling of more engaged than the lower level. According to their
studies, employee‟s engagement has to be at par and equal at all the level to make
employees happy.

Çetinkanat, A et.al (2016) carried their work-on-work quality life of a school

teachers and their work alienation perceptions. Study was carried on 425 teachers
from Bali province and was correlated taking into consideration two variables of
QWL and work alienation among teachers. Teachers had negative perception
regarding salary, additional benefit and responsibility of work shared quite positive in
another dimension. The result suggested management to have good employee
participation for better satisfaction of employees along with increase in salary and
other benefits. The balance at work life depends upon fair and sound compensation
policy. The better is the salary, perks, incentives, better is the quality of work life.
This study mainly was related to the teaches who were selected on the basis of non-
probability convenience sampling. The main purpose was to explore the variable that
affects the Work-Life balance of the teachers in Bali. The research relates studies with

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the noble profession like teaching as without having proper balance in life and at
school, teacher cannot contribute best of his or her and that may bring bad impact on
their teaching and the learners will have to suffer. A happy teacher can only spread
happiness and knowledge.

Chetna & Rajlakshmi (2017) In their research, they stated the importance of Work-
Life balance. They collected data from secondary sources for this study. They focused
on practical strategies, techniques and initiatives taken by many companies towards
Work-Life balance. They found out that due to high work commitments employees
fail to pursue their hobbies or interest, and also their relationship with partners and
children‟s also gets affected. The work pressures, assignments, targets, create intra-
conflict among the employees and it shows its effect in their ability of managing
family. The more stressed employees always experience problems in family and many
a times, it has undesirable impact on family and personal life of the employees. This
study was also based on convenience sampling, where the pressure on employees
affecting their personal interest and talent was discussed. They explained, how the
pressure at work affects the mental state and psych of the employees and how it
further brings impact on their family life.

Chhaya&Ashok (2013) studied the Work-Life balance among employees. Secondary

data was used for this study. They proposed few components of Work-Life balance
like stress management, time management, and self-management. They also
suggested some vital measures to maintain Work-Life balance. This research reveals
that there is a failure in achieving right balance of work, which can lead to fatigue and
poor performance of the employees. Study mentioned that non-performance and poor
performance can also be the result of lack of time management, self-management and
stress management. This study chose samples using convenience sampling and tried
to focus Work-Life balance and stress management. Therefore, study was specific in
nature as it gave more weightage to the stress created among employees, their self-
management and measures of the management supporting to their wellbeing. Study
recommended that organization should conduct stress management programmes for
their employee from time to time to bring positive impact on work productivity and
efficiency and at the same time, employees should find out their own way to come out
of stress and keep one mentally fit and fine.

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Christensen and Stains (1990) tried to find out impact of flexi time on absenteeism,
family conflicts and overall turnover. It is true that restrictive work environment
makes individual frustrated and stressed but if they are allowed to work flexibly, they
contribute best of them. In their studies, they tried to show the same and concluded
that if employees are allowed to work with flexibility, company enjoys turnover as
absenteeism is reduced and all give their full potential in the work or duty assigned
and at the same time, they get time for family and it helps them to reduce family
conflicts as well. This study was carried on samples selected by using non-probability
sampling method. The study was more relevant to today‟s work culture being
developed in the world. The time of full time and offline work culture has been a
history now. Today employees are allowed to work from home or from the place they
are ready to work. It has helped organization to not have hindrances in getting work
done. If employees go on leave, then work is stopped and nothing can be done until he
or she is back on work. But by allowing flexi-time. Employees can be motivated to
carry their work according to their convenience. It helps them to have strong Work-
Life balance and also in enhancing their productivity.

Christian, Destria, Siti& S Martono (2020) in this qualitative study, the researcher
tried to identify the advantages of Work-Life balance for efficient performance in an
organization. Here a systematic review, using Meta-Analysis was carried out to
identify variables. It is found that, key variables like support from organization, no
time rigidness, work competency, earnings, proper management of time, rules and
regulations etc. affects Work-Life balance. Further it is also noted that proper
provision from organization with interference of governing body and employee leads
an efficient Work-Life balance. The study was carried in Indonesia by selected a few
samples based on purposive sampling. They concluded that the Work-Life balance
and efficiency at work are related. The management rules and regulations, family
expectation, multiple roles affect employees, which in turn affect his ability to
manage his work and job. Researchers found out many variables bringing impact on
employee‟s family life and job life.

Deivasigamani& Shankar (2017) descriptive research was carried to determine

problems and prospects of Work-Life balance amongst women in IT sector. In the
changing pace of development in recent years, women are striving hard to cultivate

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their development. From a homemaker to bread earner or whether in a nuclear or joint
family women play to multitasked role in a society. They acquire new skills,
knowledge for their job career. Here, this research mainly focused on development of
Work-Life balance especially to women in the current scenario. It was found that
many women suffer from job stress which ultimately leads to mental and physical
disorders, in order to avoid this Work-Life balance especially for women is a must.
This study was based on purposive sampling and tried to find out impact of Work-
Life balance on women in IT sector. The study took into consideration many variables
related to job and family of the employees and tried to put forth the condition of
women while managing their job and life at a same time. The study highlighted that
woman get stressed due to pressure at work and that bring effects on their family life.
Mental disturbances are visible among women affecting their health and mental state.
They concluded stating that the role of an organization is very important here to assist
their women staff.

Devappa Renuka, et.al (2015) conducted survey on 1092 individuals to understand

their quality work life and observed that there are nine factors to be taken into
consideration while understanding work environment, organization culture, climate,
relations and cooperation, training, job security, compensation, resources, autonomy
in work. These factors are necessary to understand the quality life of staff. And those
factors build strong base for employee‟s satisfaction. This study was more
comprehensive as it considered multi-variables in finding WORK-LIFE BALANCE
and job satisfaction among the employees. Employees are not happy only one hygiene
factors but also motivating factors. Each factor shows some kind of impact on the
employees. The organizational culture may have similar impact on all the employees,
whereas inter-personal relationships may have specific impact on some employees.
The factors like training, compensation have same kind of impact on the employees.
Therefore, such factors should always be considered while sustaining Work-Life
balance. This study was carried using convenience sampling and was proved using
inferential hypothesis. They concluded that the work culture of an organization has to
be changed in order to improve quality of work life of their employees.
Devaraj, N. et.al (2019) examined the factors affecting QWL related to police
personnel in Tamilnadu. He suggested deliberate individual variable influence under
each category administered variables and its impact over family and work. He found

53
that the perception of the police is not so good toward QWL factors and it affects their
morale indirectly. The police personnel are very important for society as they provide
social security. Therefore, their quality life must have to be taken into consideration.
It is the fact the amongst all the employees from various sectors and fields, employees
from police sectors are highly stressed and affected due to maximum work of hours
and physical exertion. They are always under more pressure being into investigation
and actions risking their life. This study is more relevant as job of police is vary
difficult. There is no limit on their working hours. Continuous stress is being
experienced. It is observed that quality of work life of police is always a question in
employees‟ welfare. Although, they are on the duty of protecting others, they need to
be protected from excess stress and burnout. For this the police administration should
have proper policies and provisions.

Donny Susilo (2020) pointed out effects of work from home on job performance
during COVID-19 crisis in Indonesia. The questionnaire was shared with 720
employees by email but after filtering 330 of respondents was considered. He spoke
about the relationship which indicates that working from home can create preferable
working environment. The study illustrates that work from home can increase
employee‟s enjoyment, job satisfaction,
performance and motivation towards work. The study somewhere mentions the
WORK-LIFE BALANCE while there is work from home or remote work. However,
the reality is that, more work was assigned to the employees, when are were to work
from home as there was no limitation of timings and working hours. The regular
employees who used to work during give working hours were supposed to work
maximum hours during corona pandemic times. It brought impact on their motivation,
performance and job satisfaction. In some cases, some employees were found more
tired, tensed, troubled and demotivated as somewhere their family life was getting
affected due this new work culture. Being at home, they were not able to enjoy family
life being under pressure due to excess workload.

Elisa Chieregato (2019) investigated the conceptual and practical problem

underlying Work-Life balance policies and techniques. The researcher tried to find
out the limitations of WORK-LIFE BALANCE laws and policies, with specific
reference to the EU legal framework. The study showed that, the initiative taken by

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EU legal framework would provide a way to the workforce to navigate through work
life imbalance. The policies were framed considering the responsibility of an
individual towards his family. The study was more evaluative in nature and
descriptive as well. It tried to show the impact of EU legal framework enhancing
better opportunities for the employees and helping them manage their Work-Life
balance.

Faranak and Reza (2011) studied about employees‟ empowerment in the

organisation. They carried a study on 115 employees randomly by distributing
questionnaire seeking information. Only 67 fully filled responses were considered for
the analysis. The descriptive and inferential statistic was used to find out the results.
Results showed that there is no significant difference among employees‟ point of
views about psychological empowerment. It was also found that the delegation and
autonomy have lowest average. They tried to related the findings with demographic
characteristics of the respondents. Correlation was found between demographic
features and employee empowerment. In their finding, they showed that the
empowered employees perform much better and has independent stand for decision
making while working. They do understand the significance of the work and at the
same time they also make sure that they grow by growing their organisation. Team
building, group dynamics are the outcome of employee empowerment. It also results
in high morale and motivation among the employees.
Ganapathi, R. (2016) investigated QWL of construction labour form Madurai,
Chennai. Study was carried on 300 labours based on random sampling using multiple
linear regression tool. He categorized results into three broad variables such as work
environment, Personal Growth, Job security, salary etc. In his studies, he found that
majority of the workers are illiterate workers and are male. In his views, there is a
need to address their problems and also train them to use modern methods of the
production or work. The socio-economic status of these labours is not good, what he
found in his study. The study was more labour oriented and being into labour
intensive field; these labours always suffer from bad quality of work life. The study
pointed out toward the welfare of labours as most of the time labours do not come
under the formal kind of employment therefore, they are more prone to the
exploitation. The study was concluded mentioned the need of quality of work life of
labours as well.

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Gayatri Pradhan (2016) explained various theories of work balance theory to
understand how multi-dimensional study Work-Life balance is. She explains
interactive theory, conflict theory, gender inequality theory, ecology theory,
enrichment theory etc. she explained the theories by considering the views of the
theory profounder. She summarized all the theories related to the Work-Life balance
and conceptualized the concept in more specific way. She mentioned how each theory
has specific impact on the people. The paper was more theoretical in nature and
descriptive. She tied to related all the theories with Work-Life balance of the
employees. The study mentioned how the interaction helps in raising work standards.
How the intra-and inter-conflict affects moral of the employees, how the inequality at
work place among same gender or between men and women affect Work-Life
balance.

Gopel Kruhel (2009) carried an appropriate study taking into consideration cognitive
and affective domain of individuals while balancing their work and life. They found
that the need fulfillment is the major factor behind Work-Life balance. Though, this
study was more subjective in nature, it gave good results in context to gender. It was
observed that female worker is more prone to need fulfillment and show great results
in Work-Life balance. They better understand how to keep balance between job and
family and therefore many females are found successful in their profession as well.
The study clearly shows that women employees are more able to maintain balance
between work and life. They are proactive to understand the need at work place and
role towards the family. Therefore, many successful women today have been ranked
in the society who could not only have progress in the career but also for contributing
significantly towards the family. This study was based on purpose sampling method.

Greehaus and Beutell (1985) studied many variables such as role playing, role
conflicts, time flexibilities, working hours in managing Work-Life balance and
conflicts arising out it. It is sure that many a times; one is not clear of his or her role
so there is always a confusion and ambiguity to be stable to manage both roles
tactfully. This study basically was done on role ambiguity of individuals while
managing Work-Life balance. Accepting one role naturally needs adaptation and
conflict with other roles at the same time. So, this study was to find out how do role
conflict as one of the major determinants in the Work-Life balance. Role playing is

56
one of the most important concepts in HRM which explains how one manages himself
or herself in given role. Work-Life balance demand smart role playing as one has to
keep away confusion and ambiguity while playing dual role related to work and life
perspective.

Hafiz, et.al (2018) Presented their research to find out the determinants of employee
engagement practice in IT sector in Pakistan. Cross sectional study was done to find
out these practices. Survey technique was used and it was distributed to 655 of
respondents out of which 391 responses were found useful. For sample space major
cities like Islamabad, Karachi, and Lahore were selected. This study relieves that self-
evaluation and fair treatment to employees are most important factors for employee‟s
engagement programs. The proper performance appraisal, the sound compensation
and training policies always help an organization to keep their employees well
engaged and produce good results in the form of efficiency, productivity and overall
progress of an organization. The study was based on non-probability quota sampling
as samples were chosen from many cities of Pakistan. The study was more relevant as
it was dependent upon engagement programme of the organizations. If an
organization expected high productivity, output, efficiency, then it should not
overlook the need of employee engagement. Well engaged employees not only are
satisfied and happy with their organizations but also are motivated to contribute best
of them for the benefit of organization.

Harish Mehta(2012) investigated the socio-economic profile of teachers teaching in

engineering colleges and their QWL related perception, influence of personal
variable, impact of QWL and determinants of QWL affecting them. Data was
collected in two stages by using multistage random sampling. He suggested
technology driven education system for increasing teacher‟s efficiency. Non-
discrimination should be the carried at the work place. Management should motivate
teachers to pursue research and projects. Teachers should be given free environment
and allow to work making them ready to participate in decision making. He also
highlighted need of good compensation, accommodation and pension provision for
teachers. Teacher fraternities to the engineering students create finest engineers and
therefore their satisfaction, their sound Work-Life balance stands as one of the major
criteria‟s. A Teacher, who is able to keep balance between work and life can certainly

57
perform best and can have more time for innovative ideas, creativity and academic
value addition. Their role is significant in the life of students and so their own life
should also be happy and satisfied. Uniformity in salary, justified career advancement,
care and consideration can surely result into positive perception among them towards
the institution and students at large. This study was also based on non-probability
convenience sampling.

Hendra & Rezki (2015) tried to mention that the human resource is one of the main
valuable factors and company has to be accountable for maintain high quality of work
life to foster employee‟s willingness and contribution to achieve goals of the
organization. Their performance depends upon organizational policies. While
measuring the factors affecting performance of employees, the quality of work life
stands at priority. They, in their studies, mentioned that the performance is affected by
internal self-acting factors and external factors. The study was based on sample of 100
employees and approach of research was based on deductive method. He concluded
that the organization is more accountable and responsible in providing quality of work
life to their employees. He further mentioned that only organization can raise quality
of work life of their employees by creating that level of work culture, engagement
programme, morale boosting policies and stress management programmes. The study
was done to mention various factors affecting quality of work life the employees.

Hill et.al (2001) carried study on IBM employees to understand the impact of flexible
working hours and work place. They tried to show how flexi time reduces work life
imbalance. Study was carried on more than 6500 employees. It was observed that
perceived flexibility helps employees to work with enthusiasm and great efficiency. In
fact, individual work for more hours due to comfort zone created. IBM is one of the
major IT companies among the ten top companies at global level and caters jobs to
lacs of employees every year. Therefore, this kind of study provides more scope in
understanding employee reactions and attitude towards their companies. This study
was comprehensive as it was carried on large sample and had limited change of
sample error. This study was like a case study as it took into consideration only IBM
employees and their Work-Life balance. Being one of the big names in IT sector, IBM
employees are more into the light when related to Work-Life balance. As big IT firms
provide all kind of employee comforts, it helps employees to also balance their family

58
life in good manner. Many a times, these jobs demand transfer and employees try to
settle down nearby to the work place. That again hep them to balance their job and
life properly.

Huda, K. N.(2017) studied the indicators of QWL of pharmaceuticals industries in

Bangladesh following inductive approach of research. She considered number of
variables like salary to stress level. She observed that the MBO is totally ignored and
employees are not being involved in the decision making. In some dimension there
was found good association between variables but some variables like stress and
fatigues was not so satisfactory. In her opinion, Management should realize that MRs
are the key workforce for the pharmaceutical companies and excellence should be
given top priority to achieve target goals, increase productivity and morale of the
employees. In travelling, the road connectivity network in not in a satisfactory state.
They assess their wellbeing and job satisfaction based on prejudice/subjective
opinions like happiness, quality, satisfaction, vitality, and self-actualization as well as
mental & health related issues. The study was restricted to the Marketing
representatives only and highlighted their contribution in the organisation. The study
was based on purpose sampling methods and inductive method. The results were
generalized to all the MR working in Bangladesh. The study was more particular and
specific. The study was more comprehensive and showed all kind of problems faced
by the MR and adjustment with family life. They concluded that, organization can
bring a change in the status of MR and enable them to perform much better if
provided with the best work culture atmosphere and all kind of facilities.

Ioan, Codruta& Patricia (2010) studied the importance of Work-Life balance in

order to improve organizational efficiency. Work-Life balance depends on skills of
the employees, good team work, rapport created among each other, job environment
etc. Employees are motivated if they see their career, future job opportunities in their
job. As change in family environment whether it is joint family to nuclear family
where both members are working needs more concentration in maintaining Work-Life
balance. This research highlights the importance of Work-Life balance as a strategic
tool which should be implemented by every organization for long term as to delight
and retain employees in work. Organizational efficiency does not depend only upon
organizational growth and developmental policies but also upon the policies towards

59
their employees. Sound Employee Relationship Management helps them to motivate
employees and have common objective towards employees as well as organizational
development. This study was carried using non-probability sampling methods and
contributed in the strategy formation need towards employee‟s welfare.

Iqra Iqbal, et.al, (2017), the objective of the study was to elaborate the relationship
among Work-Life balance, employee engagement and a cynical feeling of distrust
among the employees. The study was conducted on the employees from banking
sector in Pakistan, considering a moderate sample size. The result showed that, Work-
Life balance and employee engagement is positively correlated along with employee
cynicism and negatively correlated with the other two. The researcher also suggested
a way to navigate through it in a careful manner. The banking job is stress creating as
it demands carefulness and presence of mind as it deals with money and the mistakes
may affect performance appraisal of the employees, so the study mentioned that until
employees are well engaged, they won‟t be able to give their best and create a sound
balance between work and life. The study was restricted to the bank employees and
was carried by using non-probability sampling technique. This study was more
relevant as Work-Life balance in case of banks employees is totally different than
other service industries. The pressure of managing funds, tackling customer, adhering
to the moral suasions issued by the central banks and other many job accountabilities
and responsibilities affect Work-Life balance of the employees.

Islam, M. M. B. (2012) tried to determine various factors affecting quality of work

life of employees of private limited companies in Bangladesh. The factors were
related to the quality of work life of employees. He found out seven factors affecting
QWL:work load, family life, colleagues‟ relationship, working environment,
compensation policy, benefits of work etc. in which only six factors had significant
influence on quality of work life and rest did not have. Each of these factors brings
particular impact on the employee and his work. More work load, bad relationship,
and bad working environment, unfair compensation policy always demotivates
employees and brings negative effect on the organization. The private companies take
more work from their employees and at the same they also pay well. But problem is
always observed related to working hours and work load pressure. There are more
targets, maximum responsibilities and less consideration when to come to the private

60
companies. The researchers tried to give proper suggestions for raising morale of the
employees.

Jaidev, Uma. P. (2013) found the perceptions of academicians about QWL which
shows their socio-psychological factors based on number of factors such as attitude,
work environment, perception, culture, occupation etc. she found that all these
determinants have significant association with QWL. Convenient sampling was used
by her in her studies, carried in Tamil Nadu. He found that employee‟s perception
with about institution is more strongly related to QWL and is weakly related to non-
work-related activities. She put further view that the Work-Life balance is not only
dependent on economic factors but also on social factors as employees has social
relationship with many in the organization. Mostly, a Work-Life balance is studied
from economic perspective by considering income, incentives and perks etc. but it is
not so. The social and personal need also affect Work-Life balance of the employees.
Being a social animal, a man is more attached to colleagues, friends, society,
community, relatives etc. Therefore, this study, which is carried by using purpose
sampling methods, had its relevance as it showed the different dimension of the
Work-Life balance. She concluded that only the socially fit and socially engaged
employees will be successful in balance their life and job.

Jain Sanika (2019) carried study on teaches in higher education working in southern
part of Rajasthan. She studied seven districts of Rajasthan and considered teachers
from various categories. She found that women face work-life conflicts and need to
have some solutions to get rid of it or just to avoid it. She suggested teachers to have
academic advancement, to speak of their aspiration, to understand the trade-off of
education break, to sustain and carry out legacy, to be confident, to have best mentors,
to have strong network etc. These some tips can help them to handle Work-Life
balance in much better way what she thinks. This study was carried by using
purposive sampling method and was restricted only to the teachers teaching in
Rajasthan. The study was more relevant when social status of women in Rajasthan is
different than other states of India. Women teachers are supposed to bring good
balance between job and family as they are held mor accountable for their family
responsibilities. At the same time, they are also expected to do their teaching job to
the satisfaction of the school management. Study was concluded with the findings that

61
there is conflict among women who are employed in educational institutions in
Rajasthan and that is needed to be sorted out by bringing suitable teacher friendly
policies.

Jayanthi, Vannairajan (2012) put forth studies on impact of work life imbalance on
the family as well organization comparing between private and public organizations
and genders. Study was carried on southern part of India by taking into consideration
variables like stress and role conflict factors. The study was concluded that the
volume of impact is higher in private organizations that public organization and on
women more than men. Stress has its sources at work place as well as from family a
there are expectations from both the sides and one has to get managed with both the
accountabilities at the same time. This study was more comparative in nature as
research took into consideration private as well public organizations and that too
genders to highlight the impact of employment. The study was more comprehensive
as it took into consideration many variables affecting Work-Life balance of men and
women. They study was carried by using purposive sampling method and showed the
different impact o employment gender wise. The Work-Life balance concern is not
same for men and women but rather there is much difference in both the cases.
Women face more challenges in balancing their work and life than men as they have
to play dual role and that too expected perfect at both places.

Jensirani & Muthumani (2017) tried to study the Work-Life balance of nurses. Jobs
related to medical are quite challenging, daily shift hour work, with more
responsibility proves a tough thing to maintain Work-Life balance. In private hospital
already nurses faced the problem of low salary and high work pressure and it is found
that about 41.6% of nurses suffer the problems of shift hour working and 68 % of of
respondents feel more pressurized in job this leads to slow down their career. It is also
found that 75 % of the of respondents feel that they give very less time for family life.
And almost 94 % of nurses want as a facility of post maternity leave in private
hospital. This research concludes further that a slight change in attitude of family
members will make working women family life better. Introduced of artificial
intelligence and their work will save some work pressure in private hospitals. So, in
order to achieve high efficiency a proper maintaining policy should be implemented
by hospitals and some relaxation should be provided to minimize work pressure. This

62
study was based on convenience sampling method and was restricted to the nurses
only. The job of nursing is difficult and more accountable. So she concluded that
special HR policies should be introduced for the nurses enabling them to manage their
Work-Life balance.

Joti(2006) studied the QWL of employees to the extent of variation along with socio-
economic variables of workers. Study also considered job satisfaction level among the
employees. She suggested that there has to be work division rather than dumping
work on someone, employees must be trained to have positive approach towards
critical situation. Employees should spend time for leisure and fun and also spend
quality time with friends and relatives and family to get motivation to perform better
at the work place. The study stressed that not only the job situation but also the life
situation matters in case of QWL of employees. This study was more focused on self-
happiness and self-management. Being employed, does not mean that employees
should leave living. Rather, more they are into work, more they have to keep them
stress free by spending time in leisure and fun. They have to give more time to their
family and children to get psychological satisfaction. This, in turn, will help him or
her to be focused on the work and thus even the job life is managed properly.
Kalpna and MeetaMalhotra,(2019)connected the relationship of Work-Life balance
with responsibilities, environment and other conditions on workplace among female
personnel of Central Industrial Security Force (CISF). The sample population was
picked from Delhi, NCR. It was explored that there is a controllable level of
occupational stress, but both of them showed visible impact on each other. Job
conditions and work environment along with duties and responsibilities assigned are
the major factors which affect Work-Life balance of employees. And when it comes
to the security force, these factors need special attention. This study was more specific
and particular as it only considered CISF and their occupational stress. Delhi, is one
of the major cities of the country where population is high and also the major
industries, government embassy is situated there. Therefore the researcher tried to
study the security forces and stress occurring from their occupation. The study was
carried on selected samples non-randomly and was concluded with the suggestion that
the special attention should also be given the security forces as they protect our life
risking their life. Their mental well-being is very important in creating safe and
protective environment.

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Kalyani&Sasmita(2014)explained Work-Life balance in hotel industry in Odisha.
The main objective of this study is to examine the variables that influence Work-Life
balance and find out various strategies to be implemented by employees to boost their
performance. Here a primary and secondary source had been used to analyze the data.
This study was based sampling. The samples were selected only from hotel industry
and restricted to the area of universe. Likert scale analyses were used to elaborate
variables and tested using principal component analysis. Further it is concluded that
Regression analysis stated that Job satisfaction depends on various independent
factors like time flexibility, multiple roles of works, health and facility etc. So, in
order to maintain Work-Life balance between employees‟ proper counseling practices
should be conducted to facilitate Work-Life balance. This study not only discussed
general problems related to the WORK-LIFE BALANCE, but also suggested some
solutions. The most important was to provide counselling to the employees, if they are
not able to manage with work duties and family responsibilities. The counsellors can
surely guide them with some measure and techniques to bring missed balance in
between two.
Kaur (2013) carried out study on Government College teachers of Chandigarh with
special reference to Work-Life balance and five dimensional personalities. She found
positive relationship between life satisfaction and Work-Life balance when there is
social network and support provided. She applied FRM model to understand type of
personality and its impact on Work-Life balance. Being open in behavior helps in
brining good balance between work and life. Each kind of personality has different
relationship as the nature of an individual matters a lot while he or she tries to keep a
balance between job and family. The study was related to the teacher fraternity only.
This study was based on non-probability sampling method and explored the problems
of teachers while managing their Work-Life balance. The study was more particular
as it was restricted to only the teaches of Chandigarh. She concluded the type of
personality also matters while managing work and life by the employees. She
mentioned social, economic, psychological dimensions to the studied.

K. Harish, K., & Subashini, K. (2014) suggested some strategies to improve QWL
of employees through job design and enrichment, Effective leadership; self-managed
work, career development, job security, organizational justice and participative
management. These strategies can raise morale of the employees and create work

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commitment among them. It may have good impact on organization as it can have
good sustainability and survival. Job security helps employees to contribute more
being happy. Participation in decision making helps them to increase their
productivity. Justice helps them build trust and confidence about the organization and
career development helps them to raise standard of their work, position resulting in
self and organizational pride.

Konsbruck Robert Lee (2001) explain explained the impact of IT on society in the
present century. He used secondary data for this research. He indicated that business
models, commerce market structure, workplace, labour market, education, private life
and society will create an impact on IT and electronic commerce sector as well. He
stated that present economic and social aspects on modern society require
investigation in order to manage its risk or danger. He showed interdependence
between IT sector and society. This study was more focused on IT sector and not on
IT professionals. Today no sector is isolated by the need of IT application. Every
sector w considers today need application of IT for its growth. The society welfare
depends upon the value created by industries and business. And this value created
again depends upon use of IT preferred by these industries.

Kritika, (2015) reviewed literature on various aspects of the quality of work life of
employees mentioned in various studies. She reviewed many previous studies to come
at the conclusion evaluating many dimensions used in such kind of studies. She found
that the dimensions taken into consideration in many studies are working hours, work
autonomy, variety of tasks, challenging work culture, work load, job security,
promotion and transfer, job satisfaction, quality of work life, job satisfaction, stress at
jobs, work environment, job commitments etc. The paper narrated the views, opinion,
findings of other‟s studies on the aspects of Work-Life balance. The study is helpful
as the research gap could easily be takeout from the study which yet has to be studied
or overtaken for further research. Work-Life balance is not same for employees
working in different institutions or organizations. Somewhere, working environment,
proper placement, vicinity to the workplace and many more other factors do affect
employees. There is always a scope for looking into Work-Life balance from differing
angle. The study was considered studies carried over a period of time and highlighted

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the gist in tabular form to be summarized and understood easily. This study was
purely a secondary data based and was more opinion based.
Kwok and Cheuk (2005) tried to find out work-related pressure in the organization.
They examined and analyzed if the social help from superior could reduce the
aggressive effect of employees related stress. The survey was done to know the
factors affecting stress. The observed that the work is reasonably distressing and
enthusiasm is need to handle employee work related pressure. He tried to mention the
active role of superiors in reducing stress of the employees and providing them
working delight. Employees, with stress and mental fatigue are unable to contribute
best of them. Therefore, stress factor should never be overlooked if organization
wants to gain organizational efficiency. This study was a general kind of study, which
highlighted the role of superiors, work environment and culture helping employees to
be dis-stressed and concentrate on their work. The survey was based on non-
probability random sampling/
Loknatha Reddy (2013) studied QWL of employees in banks and observed that the
private banks mostly recruited managerial cadre employees. Majority employees
belonged to Hindu religion. Some factors like length of services have been found
more influencing on the QWL. She suggested welfare-oriented action form the bank
management for the welfare of the employees. Whether it is PSB or PRSB. The
conflict management should be given more importance. And female staff must be
provided with good amenities according to the researcher. His study more focused on
demographic features of the employees. He mentioned that many factors affect quality
of work life of the employees and that bring impact on the organization. In his views,
conflict should be not allowed in the organization. Rather work environment should
be created in such as way those employees feel good while working and develop team
spirit, team dynamics and quality circle to accomplish their goals.

Lukman T, Bedjo S, NettiK(2019) tried to find out impact of job design and QWL
on commitment of teachers using quantitative approach. They found direct
relationship between job design and QWL of teachers in increasing their work
commitment. A teacher with affective commitment will certainly add value to his or
her profession and work life seriously leading self as well institutional development.
He concluded with findings that the well distributed work among teaches by the
principals can surely bring among teachers a strong affirmative commitment and also

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assure a good and quality life which will add more value in it. So, there is a need for
effective task design enabling teachers to perform better. This study was carried on
non-randomly selected samples. The study was more restricted to the teaching
fraternity only. It came out with many suggestions which can motivate teachers to
impart best education to the students.

Maha Aziz-Ur-Rehmanet.al (2019) investigated the relationship between working

flexibility and job satisfaction. The main purpose was to verify whether various types
of flexibilities, produces different impact on Work-Life balance and job satisfaction in
public universities of Karachi, Pakistan. Also, whether Work-Life balance act as a
mediator between flexible arrangements and job satisfaction. It was found that
flexible working arrangements contributed to a great extent in reducing work-family
conflicts and also bring about the feeling job satisfaction. The work efficiency gets
increased if employees are given liberty in work and flexible timing. Instead of
putting compulsion on fixed hour working, employees should be encouraged to finish
work or target in any way they feel able to. It helps in motivating employees and
enables them to do the work sincerely fulfilling their personal commitments as well.
The job satisfaction level is always high among such employees.

Mahdieh R &Akram E (2018) answered to the question: how the CSR mediate the
relationship between SRCO and QWL? They carried survey to investigate the
distribution of the features of society and parameters. For it they conducted cross-
sectional studies. They took sample of 297 form all the departments of SSO and found
that SRCO has significant impact on QWL and so the QWL has significant impact on
organization commitments. The result of testing the hypotheses show that CSR did
not adjust the effect of SRCO on QWL. This study was a specific and qualitative as it
considered targeted respondents to find out their quality of work life determinants
attached to their jobs and position. This study was based on random sampling and
highlighted the need and importance of CSR in quality of work life.

MalgorzataKluczyk, (2013) studied the impact of Work-Life balance on wellbeing

of Irish people. Personal and professional life being inseparable from each other,
hence a balance is must. Family satisfaction, work satisfaction and psychological
distress being a mean to evaluate the wellbeing of the people. If Work-Life balance is

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not satisfactory it may have adverse effect on family satisfaction, work satisfaction
and psychological distress. This study was more community based. The focus was on
physical as well as psychological factors when it comes to WORK-LIFE BALANCE.
The study was carried using non-probability convenience sampling and highlighted
Work-Life balance of Irish people. The study considered factors related to the job as
well as personal life to explore new dimensions of the study. They study was carried
on 119 employees and was proved by using IBM SPSS version 2000. The study
highlighted negative impact of Work-Life balance due to family conflicts. They
suggested the need of family- friendly and work friendly environment for better
Work-Life balance.

Manisha (2013) tried to analyses Work-Life balance in various industrial sectors.

Work-Life balance is a balance maintained between family life and work life. A
model representing the relationship between variables related like individual features,
performance, strategies are vitally represented. Stratified Random Sampling method is
used for data collection of employees from various industries. It is found that merely
80 % of the population in IT sectors has a time-based flexibility job with using
intellectual skills and also have many policies related to Work-Life balance, 40% of
the employees work in production-based job were finance planning for future is
concerned less whereas 56.7 % of employees worked in shift hour basis where their
Work-Life balance is very low. 10 % of employees work in service sector which have
higher work flexibility. This result explains about the current phenomena of work
pressure in various industries and their different perspective need to maintain Work-
Life balance.

Martel, J.P., & Dupuis, G. (2006) reviewed many literatures based on previous
studies. Right from the evolution of the concept QWL to the concept of QOL they
defined all. The attempt was to find out terms comprehensively and its implication on
organization. They stated that QWL does not rely on any constructs related to workers
but well-being only. It is measured in itself without having to administered
parameters. This study was purely based on the secondary published papers. It was
like compiling the opinion of different researchers who mentioned views and findings
on quality of work life. The study was fundamental in nature as it only contributed in
further knowledge in the area of quality of work life dimensions. They researcher

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used many LR related to the quality of work life studies and put forth summary of
various dimension considered by researcher from different nations and form different
disciplines. The study covered all aspects of quality of work life. Organizational
perspective and employee perspectives, both are used while carrying this study.

MilyVelayudhan,T.K.,&Yameni, M. D.(2017) carried study based on many null

hypotheses where no association was considered between various variable used in the
study. Such as age and satisfaction, training and satisfaction. They suggested that
there are six strategies needed to provide better quality life to the staff. Those are
proper work design, career path, managerial practice, reward system, internal and
external strategies and inter-group relationships. It builds strong QWL foundation.
This study was carried using purposive sampling where limited samples were selected
for the study by taking into consideration quality of work life related dimension and
parameters. The study was more related to organizational strategies that provides
quality of work life to their employees. The study was concluded with some more
strategies, which organization can implement enabling employees to have good
quality of work life.

Mohideen, R. & Muthuraju, P.(2016) tried to find out factors affecting QWL and
evaluating the attributes of social integration of the said units. They also found out
why employees are changing or switching job and how training helps does them
enrich their skills. The study was carried on textile units selecting 500 units related to
dyeing, bleaching, garmenting, and fabric printing, compacting etc. and mentioned
that working environment plays an important role for motivating employees at the
work place. Along with it, good compensation policy also helps them to perform well
at the work place. The study was more primary in nature and was concluded with
some suggestions to the organization. This study was carried by using convenience
sampling method and was restricted only to textile units. The employees form textile
were only surveyed to find out their job skipping and finding out new jobs. The study
was important as today it is difficult to retain employee when there are more openings
for them. The study was mainly carried out to know the problems from management
side and the expectations of the employees.

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Mone, FabiaHannan, et.al (2019) the objective of this study was to highlight the
factors responsible for work life imbalance among the female healthcare worker of
Bangladesh. The study bought into the light that Work-Life balance of the studied
population was good in the hospitals, but there is still scope for improvisation. The
healthcare workers are expected to take care of patients and play a challenging role in
sustaining health of the sick people. They too have to struggle in maintaining balance
between their work and life. They should be given special attention as their services
add more value in the entire society. This study was based on purposive sampling and
was restricted to only the healthcare workers in Bangladesh. The study took into
consideration only female health care workers and tried to study impact of job on their
Work-Life balance. This study was more relevant as the working in health care
industry is a noble work and the service providers deserve consideration and care by
the hospitals and health care units.

MS. Narayana &Nilima (2017) studied the Work-Life balance of women in banking
sector. The objective of the study was to analyze the factors affecting women. For this
purpose, they took into consideration 7 parameters in their studies. The first was
working environment, second was family, third was childcare, fourth was self-
management, firth was personal expectations, sixth was financial assistance and
seventh was work experience, eighth was work expectation and last was Work-Life
balance. To carry a study, they used convenient sampling method. The study was
qualitative as well quantitative in nature. Mean and standard deviation were the basis
statistical tools used in this study. In various parameters, the employees were found
satisfactory. The suggested that banks should have separate policy for the Work-Life
balance for employees, they must have counseling department to know the problems
and issues of the employees, employees must do exercise regularly, do meditation and
learn soft skill to get better accommodated with their jobs, Banks should introduce job
sharing among their colleagues and also avoid work on holidays, overtime etc. They
also stated the need of supporting female employees at the work place.

Sneha Paryani, (2014) carried a study on teaching faculties teaching in engineering

and management institutes in Mumbai and Pune Region. The main objective of the
study was to find out stress created among teachers due to Work-Life balance. The
work in engineering and management colleges are much and so the objective of the

70
study was to find out the level of stress faced by the faculties while managing their
personal and academic life. They study was based on many assumptions showing no
association between factors affecting Work-Life balance and its impact on the
faculties. She considered family support as one of the main criteria for assessing the
Work-Life balance of faculties. To show association between various variables, she
used chi- square test as a statistical tool. She concluded her study stating that the
faculties should have their own adjustment while managing job and family and at the
same time institutional management should try to ensure that the they provide a good
culture for faculties to grow.

Muthukumar, Savitha&Kannadas (2014) discussed the sense of Work-Life balance

of employees and also tried to provide solutions to the problems rising in the
corporate world in context of Work-Life balance. They collected the insights from the
secondary sources. They mentioned the need for Work-Life balance, the role of HR in
achieving Work-Life balance and tips for stress management. They recommended that
balance must be created to maintain Work-Life balance. Higher monetary benefits
cannot be a sole solution for this. A compatible environment at workplace can be a
best practice to maintain Work-Life balance. This study was based on the secondary
data.

Muthulakshmi(2018) emphasized on the difficulties faced by teaching professionals

in maintaining Work-Life balance in Tuticorin district. A sample size of150
respondent was collected. He suggested that seminars and webinars should be
arranged to provide relaxation techniques and counseling services. He concluded that
teaching fraternity should also be open and they should also share their expectations.
Educational institutions can bring change in policies adding more welfare to their
teachers if teachers are free to express their expectations and experience. The more
academic programs arranged for teachers, can surely help them to get trained, and
motivated to cater needs of the learners. This study carried using non-probability
convenience sampling. The study was done to add inputs in teaching profession and
life of teachers. Being into a noble profession, teachers deserve good quality of work
life enabling them to bring balance between their duties and personal life.

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N. Divya and A. Suryanarayana, (2017) studied Work-Life balance related issues
and problems in IT sector companies. They gave general outlook to their research.
They mentioned physiological and psychological aspects related to Work-Life
balance. Broad aspects were considered in their studies where leaves, time
management, depression, stress, peer impact, communication and many other factors
were taken into consideration by them. They mentioned about difficult of IT
professionals in managing their job and family at the same time because the technical
and technological related jobs are always stress creating and demand more working
hours. It somewhere affects the Work-Life balance of the employees. This study was
multi-dimensional as it considered physical and mental attributes of the IT
professional while working in IT sector. They study took into consideration various
variables and aspects from IT sector and its employees. The study was carried on a
few selected samples working in IT sector and showed their behaviour while
balancing their work and life at the same time being into regular employment.

Nagpal, Asmita., & Yadav, Nitin (2014) wrote about concept of QWL in the
organization and identified factors that affecting QWL in the organization such as
well-being, job satisfaction, competency development, work and non-Work-Life
balance etc. he suggested the need of personal as well organization vision for better
quality work life of employees. It is true that QWL enriches value of job enrichment
and create excellent working environment. They considered number of factors while
understanding WORK-LIFE BALANCE of the employees. Study mentioned that the
sound well-being of employees is the core solution to resolve many jobs and family
related problems of the employees. Unhappy, dis-satisfied employees can never have
quality of work life and that again is harmful for the organization as well as personal
life of the employees. This study was carried on non-randomly selected samples and
suggested the significant role of an organization in assisting employees to have sound
Work-Life balance in work life as well personal life.

Noor &Lee (2017) described the impact of Work-Life balance and job satisfaction on
the employees. A study was carried on the job satisfaction on adults in Malaysia and
was gender-based study. The samples were chosen non-randomly and study was
carried on them through structured questionnaire. An analyze data was collected and
reviewed using An- Cova, T-Test for variables to identify the impact of factors like

72
gender, religion etc. in job pressure. It is concluded that job devotion, engagement
practice increases the motivation to improve job performance. Job performance
further leads to employee motivation and these results into efficient management of
Work-Life balance. The study was more specific and restricted to the adults and their
level of job satisfaction only. Generally, studies are carried on employees. But this
study was more relevant as it took consideration the seniors and adults to find out
their Work-Life balance. The adults have many problems related to their employment,
relationship and health issues. Therefore, this study is more found more relevant as
confined to a particular segment of the employees.

Omar Gujirat and Nina Kumar (2018) explained that in the modern world, women
are actively participating in shaping the economies of the country; the objective was
to investigate the problem faces by working women while managing their personal
and professional life. The study was conducted considering the demographic details
and the industries in which they are actively participating. The results showed that
beside other problems the common reason for interruption in their career was
parenting and family responsibility. Since the two are unavoidable the industry needs
to consider this while framing their employment policies. This study was gender-
based study and highlighted the issues of women while into employment and there
problems while managing Work-Life balance.

Omonijo Dare Ojo, (2020) studied Work-Life balance from the angle of social
support. He mentioned that here are indicator‟s that employees‟ personal lives brings
more impact on workplace outcomes. So, social support should not be overlooked or
avoided as it initiates actualizing work balance. He wrote about work and non-work
integration through social support initiatives. He narrated different kinds of social
support explained by different research scholars. He found that, despite of the vast
amount of research in the area of social support at work, there is lack of effectiveness
in such intervention programmes. He concluded that balancing work with life could
be a leading step living a happy life in modern societies. So, the role of employees is
equally important in ensuring its successful implementation. The study put forth
different dimension as it found out employee‟s initiative towards managing work and
life balance.

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It mentioned that social support is one of the major criteria‟s in managing Work-Life
balance.

Osibanjo, Ankitayo,Adeniji (2019) carried survey on 10 selected tech start-ups in

logo, Nigeria‟s commercial hub especially from service sector with 300 of
respondent‟s questionnaire filled. He found that these start-ups are controlled by
women and there is positive relationship between start-up and employee‟s
commitment. Irrespective of male or female employees, his results showed that all
QWL was well provided and thus results in excellent performance. He suggested that
organization must carry ethics and justice in determining QWL initiatives. The study
was on common factors affecting Work-Life balance. The study was carried by
choosing ten companies by random sampling methods and respondents by using non-
probability convenience sampling. They suggested that start-ups need commitment,
without which, there would be no success and quality of work life. To satisfaction of
having given time and commitment to the employment adds value in quality of work
life. They concluded that the excellence at work can only be brought if there is quality
of work life and sense of job commitment.

Oyedele O. Ola, et.al (2019) social wellbeing is a need of every human being. The
objective of the study was to investigate how the social life is affected with the
balance in work life. Work-Life balance is an aggregate of interactions among varying
spheres of life like family, leisure, religion etc. the study was conducted among the
worker in Lagos Metropolitan borders. The study revealed that the studied population
is facing a hardship. This study was carried on a few samples selected non-randomly
in logos and was restricted to workers only. This was a general study to understand
the life of the workers when is compared with their job profiles. The study showed
that the workers find it very difficult to manage work and life at the same time. The
nature of job they are involved in and the size and type of family they belonged to
affects their Work-Life balance to the great extent. They concluded that the though
the job workers are engaged in are difficult and tough, they have to take care of their
family life as well. No way, it should be affected.

Oyomo,A. A.(2017) showed that the QWL is a key factor that determines
performance management. He carried work categorizing variable into dependent and

74
independent variables. Independent variable he took „Work-Life balance‟ and
dependent variable he took performance management. He used both qualitative as
well as quantitative approach for his studies on institutions in Kenya. He observed
that the leisure and entertainment is missing in the institution. Therefore, suggested
the need to have sound mental health of the employees, it is very necessary to have
morale boosting trips organized by the organization. This study was carried on a few
samples and was related to the psychological state of the employees. According to
them, entertainment, fund, leisure refreshes the employees. It helps to improve their
mental position and enables them to be productive at the work place and enhance their
work efficiency.

P. John, A. Raja., & Kumar, S. A. (2013) explored how the QWL helps in boosting
job satisfaction along with other factors affecting it. They showed preponderant
variables in the quality of work life. He carried study on 150 employees using
convenient sampling in Salem and found that maximum employees were happy in
overall factors affecting QWL. There is little scope to increase employee-management
relationship, working condition, enlightening employees through training and
development and most important is safety measures. The grievances should also be
addressed honestly by management, was one of the suggestions of the researcher. This
study was confined to the employees of the steel authority of India and was carried
using non-probability convenience sampling method. They concluded that
organization should have proper grievance management and should see that no a
single employee is demotivated and develops sense of negativity while in the work. It
would bring negative impact on their work efficiency and also the environment of
work culture.

Pani D. (2015) studied relationship between various variable and QWL of teachers in
private engineering institutions. He carried study from district Rayagada selecting
privately managed institutions. Data was collected through structured questionnaire
based on Likert scale. He suggested managements to ensure job security, good salary,
proper classroom infrastructure, stress management training to these teachers enabling
to provide best education to their students being self-satisfied. The study was
especially related to teachers only. The study was restricted to the teachers residing in
mentioned areas and their Work-Life balance. The sampling method used was

75
purposive sampling to explore the level of satisfaction of the teachers while working
in different educational intuitions. They concluded that the school management
should take care of their teachers and try to raise their morale to have good results and
teaching outcomes.

Pattu, Venkata& Ravichandran (2013) this study was focused on the Importance of
Work-Life balance in both professional and personal life of employees. They
collected data from secondary sources. They shared some vital suggestions to both,
employees and organizations. They included six parameters to access Work-Life
balance programmes such as training, dissemination of policies to employees,
corporate culture, management control, HR policies and employee control. They
showed how these various factors affect WORK-LIFE BALANCE of the employees.
This paper was purely based on the secondary sources. No part of the study was
primary in nature. They wrote about Work-Life balance, its significance, role of
company, role of employees and so on. It was a theoretical study with some
conclusions and suggestions provided.

Pooja, et.al (2016) discussed about various dimensions relating to Work-Life

balance. Descriptive research was made by collecting data from structured
questionnaire from 50 samples in a random sampling method even secondary data
was also used to study the influence of Work-Life balance in an organization. Here
author studied various practices that are available and followed by organization. The
main focus was on work scheduling leave arrangements maternity, paternity leave,
career enrichment leave, religious leave etc. and their work arrangement according to
author flexible work arrangement is a must. And in on season proper management of
additional work their suitability to increase productivity is a challenging task. They
concluded that the role of organization play an important role assisting employees to
maintain wok life balance in their job and work life.

Prabhakar et. al (2014) carried studies in Udaipur city selecting one public sector
banks and its employees to understand their Work-Life balance. They tried to find out
the occupational stress of the employees with regards to gender discrimination. The
paper is based on primary data collected from 70 employees working in State Bank of

76
Bikaner and Jaipur. Their objective of the study was to assess level of job satisfaction
of the employees, the status of relationship among the manager and employees. While
studying, comparative study was carried to understand the level of satisfaction
between male and female employees. The data was collected from structured
questionnaire prepared using five Likert scale based on satisfaction. To measure the
satisfaction, central tendency was used. Mean rank was found out according to the
statement. It was observed that there is a work pressure due to life and work
imbalance among the employees. There was positive relation was found between level
of satisfaction and parameters taking into the consideration. The study was concluded
stating that there has to be a well-planned attempt by the employees to keep balance
in their life and work.

Prasrirataesang, Dusadee Ayuwat (2019) expressed that the majority of laborers

within the industrial sector and repair sector in KhonKaen province are trying to
maintain Work-Life balance since locations of the work area unit are on the brink of
labor's residents. They even have families to support varied labour's matters.
However, the work-life imbalance continues to be found among twenty-five percent
of labours particularly male labours. Feminine labour in comparison to male
labour, work for more than eight hours a day. Therefore, workplaces and connected
agencies ought to offer coaching to labours so as to coach guidelines on time
management to encourage Work-Life balance among labours and build mechanism
tools for staff to agitate Work-Life balance swimmingly. This study was also
purposive in nature and mentioned various factors affecting work balance of the
labours in Thailand.

Premlatha (2015) Carried survey to assess the quality of work life among the women
employees in the software company in Chennai. Study was taken to find out
significant relationship between quality of work life and performance of women
employees, personal factors, and quality of work life. The survey was carried on 500
women employed in software industries. The study was carried further after pilot
study. The reason behind such a study was to ascertain if the women from IT sectors
are satisfied with their job or not. Or any personal factors affect their job and put them
in stress. There was need to understand their duty time, work nature, relationship with
superiors, compensation and other fringe benefits. The perception of women was the

77
main focus of studies. The study was based on random sampling technique and
hypotheses were proved by using different descriptive and inferential statistics. The
study was restricted only to software industry in Tamil Nādu. She concluded that
there is positive relationship between performance of women employees and quality
of work life. The better is the quality of work life, the better is the performance of the
women in the software industry.

Manju Raisinghani& Dr. Ranjit Goswami (2014) explored the Work-Life balance
as a core of Human Resource Development which can be used for promoting
individual and organizational effectiveness. The study tried to review the impact of
conflicts arising from imbalance between life and work, which are more inevitable.
The literature reviews tried to find out various factors related to Work-Life balance.
Numbers of factors were considered were such as personal life, life at work place,
family demands and demand at work place, stress, conflicts, health issues, impact on
relationships etc. This study was secondary data and opinion based.
Purohit, Rudri (2019) carried study on four professionals –teachers, doctors,
engineers and lawyers. Total sample size taken was 697. She found that, being
professionals, all these were found busy in their professional and somewhere could
not give more time to the families. She found that teachers have more quality of work
life and the spill-over is quite good among the teachers whereas for lawyers, it is
negative. Unmarried professionals are found better in Work-Life balance as compared
to married professionals. There is specific effect of Work-Life Balance on different
classes based on their working hours, distance they travel for their work, size of
family, personality etc. She considered mobiles, laptops and desktop‟s role in helping
professionals to keep balance between their Work-Life Balance. The study was
qualitative as well as quantitative in nature as it considered psychological as well as
technological determinants in understanding Work-Life Balance among the class
professionals. This study was primary in nature and added more inputs in the study of
Work-Life balance. The hypothesis was interpreted using SPSS tools in this study.
They he concluded that Bachelor professionals are more able to manage Work-Life
balance as they have to face one sided accountability where at the other hand, they are
free to enjoy their life without family commitment and responsibilities. They even
perform better by devoting more time in their organizations.

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Rania et.al (2011) studied Work-Life balance and employee satisfaction. They
considered like career opportunity, subordinate and superior relationship, benefits,
payment etc. It was found that there is a strong correlation between these variables
and employee satisfaction. Being a psychological state, satisfaction is always is
reflected from employee‟s productivity and work culture. The organization should try
to give all kind of facilities and benefits and consideration to the employees so that
they can feel satisfied and boost their morale. This was a general study where Work-
Life balance was studied taking into consideration various determinants.

Rasak, at.al (2019) observed the inability of universities to retain highly competent
academic staff due to unfavorable work culture, heavy workloads and inadequate
resources. Study was carried on 145 staff using non probability sampling technique-
purposive Sampling method. They observed that there was disparity in terms of
academic staff socio-demographic features and QWL. He concluded with finding that
the staff are negatively motivated and are unsatisfied and the work life quality is not
satisfactory. The study is more related to the teaching staff from Nigeria.

Raymond Kiryongi (2018) carried descriptive research study to get information

about three main bodies I.e., organization, entrepreneurs and research institutions. He
found that the more benefit went to organization by training provided to their
employees for to raise QWL and ultimately helped in achieving the output. He
concluded stating that the managerial training programmes are very necessary to
boost the morale of employees and also to empower them to solve work problems. He
also stated that the good and safe working environment adds more value in QWL of
employees. The study was carried in Kenya and especially on the managers of
different firms. The quality of work life is a must in case of managers as it helps them
to be self-motivated and in turn helps their subordinates to get motivated from them.
This was a general study carried on managers working in different firms in Kenya,
Africa. The study was concluded that mangers need more motivation to enhance their
efficiency at work and at the same time manage their family life too.
Ruksana et al. (2012) carried a study showing Work-Life balance as one of the major
challenges before the modern workforce. These kinds of studies have been on rise
today as it covers social, psychological and economic perspectives. The paper more
speaks about how employees manage their boundaries to maintain balance between

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work demand and family demand. Different literature reviews were taken into
consideration by the researchers. Different dimensions and criteria discussed in the
papers were reviewed. The study was concluded with the finding that the work and
family are not separate spheres but are interdependent. The conflict is common, when
there is imbalance between work and life. The boundary theory explains this conflict
which is gaining significant relevance in all the sectors today. The purpose of the
study was to explore the ways to control imbalance stated.

Sangita (2014) tried to analyses the Work-Life balance among teachers in Mumbai.
The author has tried to identify the level of stress, pressure felt while performing job
with related to their aim. Both secondary and primary sources of observation,
interviews have been conducted to scrutinize the outcomes. And it is observed that
married working ladies between age group of 25 to 45 spent almost 1 hour in
travelling to college, and work approx. 9 hours day and felt more pressured in job.
Many of of respondents carry all their household chores, care of family then come to
the college and tried to equate all work life and home life pressure. Hence it suggested
that both employer and employee should coordinate and build planning to overcome
pressure and equate a balance work life. The study was carried by using non-
probability sampling technique.

Sanjeev et.al (2017) carried out research to evaluate and identify the factors
influencing the job satisfaction of employees in IT industry. They used secondary data
to express their views. They stated that factors like educational level, working
conditions, opportunity for advancement, work load, stress level, financial rewards
can be a determinants for job Satisfaction. They suggested that employee job
satisfaction is just an attitude that people have about their jobs and organization in
which they work. In further conclusion the study revealed that IT sector employees
are generally satisfied with their jobs. The study was carried on a few selected
samples working in IT firms. The data was collected through structured questionnaire
consisting many questions based on determinants affecting level of satisfaction of the
employees. They gave suggestions that organizational as well personal factors should
be well studied and accordingly HR policies should be framed so that employees can
have good Work-Life balance. Here the role of an organization as well as employees

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is very important. Because, Work-Life balance does not only depend upon
organizational commitments but also the management endeavor of employees.

Santosh (2019) carried out research to explain about a huge share of informal
workers in Indian industries, he also made an attempt to explain the employment
trends in labour market. He considered data from secondary sources for giving more
input in his research. He summarized that if state looks after the social insurance of
informal employees, it will be a huge gain for both the sides. The Work-Life balance
of these workers is found miserable. This study was purely a secondary data based
study. No primary data is a part of this study. He just mentioned the need of social
infrastructure for employees to get adapted with the organizational duties and
maintaining good work- life balance.

Sathish Kumar & Aswin Prakash, (2016) studied the issues of WORK-LIFE
BALANCE among teachers in self-financing sections and engineering colleges. A
study was carried on 125 teachers to understand the factors affecting level of Work-
Life balance. Study was based on many assumptions such as gender and age of
teachers does not create a feel of missing life. Over load a much work do not help
them to enjoy their life. They observed that the teachers are not much concerned
about the term WORK-LIFE BALANCE and institutions also do not have any
policies for the same. The term WORK-LIFE BALANCE is more used in case of
other service industries. According to them if flexi-time is provided to the teachers in
their lectures, the can bring adjustment between work and life balance. This study was
empirical in nature. Data was collected by using non-random samples according to the
convenience of the researcher. The Data mentioned that, work pressure and more
academic exercises and duties bring negative impact on Work-Life balance of the
teachers. It disturbs their family life as well. ThisStudy was concluded with the
suggestions that, the teachers should be given moderate administrative work so that
they can more focus on teaching and learning process.
Shalini&Bagali(2016) Made an attempt to understand challenges faced by the
working women‟s in Indian travel and tourism society and also studies the factors
affecting them. A well-structured questionnaire was shared to many of respondents
from metro cities like New Delhi, Mumbai, and Bangalore etc. They concluded that
there are many programmes which can be implemented to maintain Work-Life

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balance, but they need to be evaluated from time to time so as to meet the needs of a
dynamic society. The problems are related Work-Life balance. Women have to
manage job as well as family properly. Failing to justify one role, they experience
stress and pressure. The study was based on primary data collected by using
convenience sampling method. The quota sampling was used as capital cities were the
universe of the study. Samples were chosen form all the major cities to come at the
conclusion about the problems faced by women associated with travel and tourism
industry.

Sourabh Munjal et.al (2015) conducted a study to understand the Work-Life balance
with context to personal obligation. The objectives of the study were to determine
organizational factors affected Work-Life Balance, the interferes of family between
male and female. The study was based on the hypothesis that the personal obligations
and responsibilities affect employee performance at work. They found that the family
and personal work are dependent on each other. There is a need of reducing the
negative impact of personal problems on job and job on personal problems. Various
steps are needed to be taken at personal as well as organizational level. There should
be a well developed culture to keep employees working. Attempts should also be
taken from employees as well. The study was specific as it focused on the personal
needs of the employees as well. Through the study, it was shown that Work-Life
balance is strongly associated with personal need of the employees.

Subikshaa & Shoba (2018) analysed the stress faced by IT sector employees in
India. A full length survey questionnaire was used to collect data from 150 random IT
professionals working at various positions. Questionnaire consisted topics from
various avenues like nature of work, employee‟s status, job satisfaction, stress factors,
working hours etc. They revealed that 36% of the of respondents are satisfied with
present job, 40% are neutral and rest 24% of respondents are unsatisfied. Further
added that majority (53%) of the organization promote stress relief activity and rest
47% of them don't care about their employees stress. This study was based on primary
data and it mentioned the experiences of the IT professional working in different
firms, at the different positions. The likert scale method was used to get responses
from the employees. The scale of agreement was used to collect the data. The study
was based on particular region or locality or a city but was more concerned with IT

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professionals working at different places at different positions. The study revealed
that stress was the major factors affecting employees and it was initiative of the
organization and also the employees to minimize the stress through some techniques.

Sudhir Chandra Das &Shivani Khushwah (2015) carried a study on Work-Life

balance in relation to retention of the employees in insurance sector. The main
objective was to study the existing Work-Life balance initiatives between life and
non-life insurance companies and to observe influence of Work-Life Balance
initiative on Employee‟s retention. The study was descriptive in nature based on
structured questionnaires. The study was carried on 300 employees working in
managerial as well as supervisory personnel form marketing, HR, operation and
technical functions. Being an empirical study, it shared experiences of the employees
based on five factors considered such as family and personal commitments, job
contents, situational issue, employee assistance programmes and family. To find out
the results, researcher used statistical tools like mean, standard deviation, and
regression analysis. The study concludes that it is always better to address Work-Life
Balance issues of employees from insurance sector to motivate them and raise their
morale toward work productivity. They study was concluded that employment
assistance programme is must for the welfare of the employees. It can help employees
to maintain proper Work-Life balance and enjoy their family as well as work life.
Suhendro Oktosatrio (2018) the motive was to find out how the Work-Life balance
is related with the motivation of the employee. The study was conducted on the
working population of Jakarta, Indonesia. The outcome revealed a completely
different aspect; the working life was in stress because of the variable which was
beyond their control, its Traffic on the road of Jakarta. Travelling was considered as a
major headache, because of which people welcome efforts like work from home. The
findings also revealed that females in contrast to males are much more organized in
managing professional commitment and personal life agendas. The study was also
based on convenience sampling methods studied Work-Life balance form different
perspectives. Study also showed that female employees are more able to manage
Work-Life balance due to their disciplined behaviour.

Surumathi (2015) carried research on the QWL of employees working in pharmacy

industries on parameters like compensation, working time, work and life balance,

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work itself, reward system, job security, participation, superior-supervisor behaviour
and job satisfaction etc. she observed the relationship among the employees is quite
good. And also they are satisfied with career development and salaries given. They
found that the sleep disorder is there among some employees due to long working
hours and they are happy with job security provided to them. The concern was felt
about health safety of the employees being in pharmacy industry. The study was
related to the health of the employees and was carried to understand how different
factors affect Work-Life balance of the employees working in Pharmacy industry.
Study revealed physical and psychological problems faced by the employees due to
continuous work and work pressure.
Susi & Jawahar rani (2011) reported in their study role of policies and practices
followed in industries in attaining employee engagement. They gathered information
from secondary sources. They mentioned that many organizations feel the need for
maintaining a Work-Life balance for their employees. For this purpose, effective
Work-Life balance policies and practices should be incorporated. The attempt should
also be taken from organization side to sustain good Work-Life Balance enabling
employees to work with efficiency and contribute more of their productivity. The
study showed how well engaged employees bring good impact on Work-Life balance.
Well engaged employees get strongly associated with an organization. Organizational
policies toward creating employee engagement play very important role.

T. Alexandra Beauregard and Lesley C. Henry, (2009) aimed was to investigate

whether the performance of an individual in the organization improvise with the
Work-Life balance practices. For the purpose the business house started the practice
of hiring better applicant and tried to reduce the work life conflicts among the existing
employees. However, the studies showed the objective of an organization which
considers employees work life conflict and tries to help them to maintain balance
between life and work. This study based on secondary data and stated the role of an
organization in providing a scope for better Work-Life balance among the employees.

Tamunomiebi, M. D.(2018) carried cross-sectional research designed study on 151

employees form deposit money bank from deposit Harcourt finding relationship
between QWL and job satisfaction. He found good association between two in his
studies. He strongly believed that the methods adopted by management to improve

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QWL matters a lot in the development of bank and it demand more Endeavour from
the side of management to sustain good work and performance of the employees
resulted from job satisfaction. This was primary study carried non-randomly
according the convenience of the researcher. The study took into consideration many
determinants affecting quality of work life of the employees working in banks.

Tiraphat Kirjarak(2018) studied the satisfaction of QWL among personnel in the

local administration and also explored obstacles and needs in improvement of quality
of work life of personnel therein. He observed that the high satisfaction of employees
is based on safe environment, safety and security, social relevance, social integration
etc and the moderate satisfaction is observed in case of commendation and salaries.
He suggested increase in compensation, training and appropriate evaluation
techniques for employees. This study was also empirical in nature and showed the
need of providing more training to their employees enabling to manage their work
through competencies, which would help them to reduce working hours and help in
working efficiently. The time saved can be used for family hours and thus Work-Life
balance can be maintained accordingly.

Todd & Christopher (2006) This project gave details about the hardships faced by
working mother after maternity to balance her home life and job life. Women need
more care and support from society, colleagues, family, and employer etc. to equate
their life. Here researcher has discussed the article named “Letter to working mother:
stop feeling so guilty” written by Margie Warrell and “Dealing with working mom‟s
guilt, whether you love or hate job” as quoted by Katherine Lewis. Explained the
emotional, psychological, mental distress faced by working mother in this society.
The variant role and expectations from each role from women pressurized women and
cause imbalance in work life and home life.

Ujvala Rajadhyaksha (2012) highlighted on information of Work-Life balance in

India. She talked about historical, religious background, caste system, family
structure, status of women and economic structure in Indian society. Secondary data
was collected from different sources. She concluded that, to seek Work-Life balance
in India, organizations must address factors like flexibility, communication, stress
reduction, health, elder care, childcare, training and gender equality. She gave in

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depth perspective on it. This was general type of study where the researcher gave his
thoughts and opinion on Work-Life balance in India. It was a general kind of study
based on inductive approach where the results and finding were applied to all the
employees. The study was not primary and included secondary data to support the
thought process of the researcher. It was based on previous studies carried on Work-
Life balance in South East Asia and other regions.
V. Prabhakar & Swetha (2016) carried out a research to access and identify the
factors affecting employee engagement levels in the IT industry in India. Primary data
was collected from 6 IT companies with from 600 responses. The major findings of
this study revealed factors leading to employee engagement are organizational
support, hygiene elements, feedback and peer cohesiveness etc. They also suggested
some factors to improve employee engagement in work are proper feedback, effective
downward Communication can also be helpful, flexible timings, giving recognition
for outcomes. The study was based on the primary data and was concluded stating
improvisation and implementation of employee‟s engagement lies in the hands of
organization itself.

Vaidadala Balaji (2019) conducted a study on 14 selected firms and 630 employees
working there in. she tried to find out factors related to job and occupation in IT and
ITES companies. She also tried to find out family bond of the employees when
balanced with work. She mentioned of breaking down the association in between
business related factors. She suggested for Employees Welfare Programme, retention
strategies and role of superiors in motivating employees. According to her, flexible
leaves are more motivating factor for employees, as they can use those during their
sickness, family commitments and social activities. This was primary data based
survey carried comprehensively taking into consideration various factors affecting
employees. In her studies she mentioned that superiors can motivate subordinates to
achieve organizational goals. She also found that flexi-mode work would be more
beneficial to organization as well as to the employees. The more flexible is the work,
the more comfortable employees feel. It bring among them confidence and trust
towards the organization and helps them to perform much better than previous. Work
commitment, work loyalty, group dynamics, team spirit all these essential needs of
the organization can easily be achieved if employees are able to balance their work
and life.

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Veitch, Charles, Farley &Newsham (2007) discussed about Work-Life balance as a
necessity and strategic tool in human resource development in an organization.
Variables like ambient environment, work pressure, motivation, skills, flexible time,
holidays, perquisites etc. are studied to find the relationship of dependent variable of
job satisfaction. It has been understood that job satisfaction of employees brings
employee motivation and leads to high efficiency of work. Both secondary sources
and primary sources mainly structured questionnaire has been used for data collection
and analysis and tested using correlation and regression technique. And observed that
independent factors like salary, flexibility in time leads job satisfaction. Further in
order to maintain efficient Work-Life balance various plans and policies should be
made popular for the sake of interest of employee.

Vijay Kumar Gudep (2019) correlated four different constituents of the teaching
staff in the United Arab Emirates, flexible work system, organizational commitments,
and Work-Life balance and job satisfaction. The study revealed that flexible work
system and organizational commitments has significantly contributed in attaining
Work-Life balance among the studied population. It also came to light that Work-Life
balance along with the other two factors contributed to provide a jab satisfaction
among the teaching staff in the United Arab Emirates. This was a specific study
carried on the local and migrated teachers working in UAE. The study was concluded
with the suggestion that, considerate policies should be framed for the teachers to
impart best education to the children residing in UAE. While working in schools,
teachers also have to carry out their family responsibilities. Lacking proper Work-Life
balance, teachers may not able teacher well and look after their family properly.
Therefore, this study recommended that Work-Life balance of the teachers should not
be overlooked. Rather, it must be given more attention as it will help schools to gain
reputation and also more admissions.

Wilkinson (2013) examined three American companies and employees employed in

taking into consideration psychological well-being of individuals and Work-Life
balance. He found that the psychological well-being and Work-Life balance are
always positively correlated and therefore there cannot be any kind of non-
relationship. Sound psychological state of mind and healthy mind does always fit into
adaptation to environment or relationships. So it was concluded by them strong

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relationship exist between Work-Life balance and psychological well-being of
employees. They mentioned that „Gender‟ should be the moderator between Work-
Life balance and mental well-being.

Marco Angrisani, et.al (2017) examined the role of Work-Life balance as a non-
monetary factor which can be a potential determinant of, and that can significantly
impact the labour force supply for the workers between age group 51 to 79, and how
the data variate between genders and employment status. The researchers arrived at
the conclusion that Work-Life balance significantly impacts the decision of
employees to remain employed perceiving their work to hinder their private life. They
also found that part time employment to be a potential solution for maintaining
employment and simultaneously managing Work-Life balance as well. According to
them workers who report higher levels of work-life balance or interface are more
likely to reduce supply of labour. It is found that the effect of work-life balance is
stronger for women as compared to men. This study was based on primary data and
showed the need of maintaining Work-Life balance among employees to yield
advantages from the same. Most of the time, only monetary factors are considered
while studying Work-Life balance of the employees. In this study, the more
importance was given to non-monetary factors such as praise, adoration,
consideration, fringe benefits, facilities etc.

Syeda Soophiya Mariym and Badiuddin Ahmed (2018), conducted study Work-
Life balance of women in public sector and private sectors bank. Women face many
obstacles in her personal and career life. The study conducted focus on how Work-
Life balance is been practiced in public and private banks. The study is limited to state
of Telangana. The data is been collected from Hyderabad and Secundrabad of
Telangana. The analysis was done with 60 respondents with 30 respondents from SBI
bank and 30 from ICICI bank. The data was analyzed using the SPSS tool with
comparative means on non-parametric test with help of Mann-Whitney U Test. It was
found SBI working women significantly differs from ICICI working women. Further,
the medical insurance policy provided by SBI banks has great impact on women
compared to ICICI bank. As SBI is a public sector bank it looks after working women
employee benefit at greater level as to have stress free and secured attitude towards
work.

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Alvin Barton La Brooy (2013),analysed on work- family conflict of employee
involved in service sector and the reason to leave their job due to increase of Work-
Life balance policy as retention of employee strategy. The object of the study is to
associations and outcome of inverse effect involving on job satisfactions and
organizational commitment. The study was conducted through online survey with 161
respondents that work in service sector. The data was collected from Kuala Lumpur,
Malaysia using non-probability sampling. It was revealed that perceived Work-Life
balance conflict was positively significant with intention to leave organization.
Moreover, Job satisfaction and Organizational conflict was found to have positive
relation on bias corrected and accelerated bootstrap confidence intervals.

S. Vijay Kumari (2017), studied on Work-Life balance of employee with reference

to Telecom sector. Many organizations are making efforts to increase Work-Life
balance by taking initiative by flex time, part time, provision for child care facility
and many more. The study is conducted in Chennai. Pilot study was used to conduct
analysis. The data was collected with a sample size of 60 employees working in
Telecom sector. The analysis was done using SPSS and P-value. Chi-square method
was used to draw conclusion. It was found that Work-Life balance policies need to be
implemented such as flexible time, time off in lieu, working week compression, child
care facility as well as elder care support. Further, it showed a significant negative
effect of Work-Life balance on work family conflicts on family satisfaction.

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 CHAPTER -3
AN OVERVIEW OF I.T. SECTOR IN INDIA AND WORK- LIFE
BALANCE
____________________________________________________________________
3.0 3.0 IT sector Defined
3.1 Global Players in IT sector
3.2 IT sector in India
3.3 Drivers behind Booming IT sector
3.4 Performance of IT sector in India
3.4.1 Brand value (global)
3.4.2 Sector wise break up
3.4.3 Sector wise Export revenue
3.4.4 Market size of IT sector
3.4.5 Growth in Export revenue from IT sector
3.4.6 Employment
3.5 Types of IT Companies
3.6 Government Initiative
3.7 About Thane District
3.8 Employees in IT sector
3.9 Meaning of Work-Life balance
3.10 Definition of Work-Life balance
3.11 History of Work-Life Balance
3.12 Balancing Work-Life Balance
3.13 Components OF Work-Life Balance
3.14 Classification of Work-Life balance
3.15 Why is Work-Life Balance needed?
3.16 Theories of Work-Life balance
3.17 Perspectives on the study of Work-Life balance
3.18 Country wise Work-Life Balance observation by OECD
3.19 How can one improve his or her productivity at work?
3.20 Ideas behind Work-Life balance
3.21 Work culture and Work-Life balance
3.22 Myths that work against us and refrain us from family life.

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3.0 IT sector Defined
The information sector is a field of science which has witnessed rapid evolution and
has been changing its evolution and dimension over a period of time. It consists
sectors like BPO, Software management, consultancies, online business services etc.
Its actual beginning is traced from the 1990 after the announcement of LPG policies
and today it is one of the major export oriented unit in India. According to NASSCO-
McKinsey report, India‟s position in the Global IT industry is based on factors like
operational Excellence, conduction business Environment, Domestic IT sector, Urban
Infrastructure and best talent of demographic dividend of a nation. This industry is
more influenced due to globalization and expansion of market all over the world, tax
structure and demand for excellence.
Indian, IT professionals are being demanded all over the world. It is one of the
industry which has spreads its area of scope to hospitals, banks, shops, airports, trains,
prisons and libraries. The growth of this sector is spectacular and its potentiality is all
pervasive today. Growth of the IT industry is being observed in its sub-sectors and
has strides revenue growth in the last two decade and also has speeded the growth.
The research and advancement in this industry after Liberalization policy is much
ahead. Its growth is backed by the government initiatives like setting up STP, SEZ,
EOU and FDI. These all factors have contributed in its growth. The expanded market
size increase scope for this industry and adding significant share in exports. In 2017-
2018 nearly its contribution was near to 8 percent and is expected to nearing to 25
percent of by 2025. There is chain of 2G, 3G to 5G communication technology with
artificial intelligence. Cities are being recognized as IT hub like Pune and Bangalore
as well due to the remarkable growth of it. The contribution of this industry in
accelerating Economic growth cannot be overlooked. Rather it has been playing an
important role in building foundation of better services in India (diplomatist. Com)
3.1 Global Players in IT sector
 IMB
This industry has been founded by Charles Ranlett Flint. It was founded in the year
2011 and its Head quarter is situated in USA. It is the biggest IT industry, running
business is more than 170 nations and has employed more than 3, 45,000 employees
its 300 offices. It earns revenue from five sectors viz. Cloud and Cognitive Software,
Global Technology Services, Global financing and System, Global Busies Services. It

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offers block chain solution and more than 92 percent banks are dependent on it for
security and system services.
 Microsoft
This company has been founded by Bill gates and Paul Allen. It was founded in the
year 1975. Its Head quarter is in Washington DC, USA. It was born from the desire of
computer programming skill of the founders. It is a Multinational IT industry which
deals in development, manufacture, support, Personal computer, software, Electronics
etc. It is known for its software products, windows, internet explorer, browser, and
office suite and more important in operation system. It also has been known for Video
game consoles.
 Oracle
This company is founded by Larry Ellison, Bob minor and Ed oats. It was founded in
1977 and has head quarter in Santa Clara, USA. It is one of the most reputed
advanced IT multinational corporations. It mainly focuses on manufacturing, design
and data base marketing, hardware and software goods. It is one of the best ranked
industries today. It is known for its Business Resource Planning software, Database
development, CRM and SCM worldwide.
 Accenture
This company is founded by Clarence Delany in 1989. It‟s head quarter in Ireland. It
is one of the Finest and biggest IT companies in the world. It has different units such
as Accenture operations, strategy, consultation and technology. It has wide spread
businesses. It gives professional services such as operating solutions, digital
marketing, BOP, IT, cloud services etc. It run business in 120 countries and employs
more than 5 lakh employees.
 Hawlett Packed Enterprise Company (HPE)
This Company was founded in the year 1939 by David Packerd and Bill Hawlett. Its
head quarter is in USA. IT is a big name in the IT world and has become most reputed
in the products like PC and Printers. It deals with software, data storage, consultation,
cloud services etc. It consists sectors such as networking, information management
and computing facilities. It is one of the major players in the cloud markets.
 SAP
This company was founded in the year 1972 by Dieter Hopp and HassoPlattner. Its
head quarter is in Germany. It is one of the leading software companies which provide

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IT services. It is known for its innovative technologies. It has wings like financial
industries, process industries, public service industries and consumer industries etc.
Its signature software is ERP. It runs business in more than 180 countries and
employees lac of engineers and professionals.
 TATA consultancy Services (TCS)
This company was founded in the year 1968 by TATA sons and J.R.D. Tata. It is a
subsidiary of Tata group and provides services like infrastructure support, BOP,
Consulting, Application development. It is situated in Mumbai. It runs business in 49
nations and provides more employment. It deals with cyber security, Artificial
intelligence, services to the banks under tag BaNCS.
 CapGemini
This company was founded in France in the year 1967 by Serge Kampf. It runs
business in 40 nations and has employed more than 2 lac employees. It is mainly
known for Data processing. It is specialized in professional services like consulting,
outsourcing and engineering services.
 Cognizant
This company was founded in the year 2019 by Kumar Mahadeva and Francisco
D‟souza in USA. It is a MNC dealing in digital products and information security. Its
strong areas are Digital business, Digital operations and Digital Systems and
technology. It has also been providing services in health care sector since years.
 Infosys:
This company was founded in 1981 by Narayan Murthy and NandanNilekani in India.
It is one of the largest IT companies in India and provides all kind of IT services. It
has employed large number of professionals and engineers. It has good name in India
and all over the world.
3.2 IT sector in India
Over a few decades, India is being recognized as one of the top IT companies nation
in the world where TCS and Infosys has already been placed among the top 10
Industries. The Indian IT companies have been successful in gaining position among
the world‟s largest Information technology sector. IT companies of India are doing
best in software services and also in hardware business. The growth of IT sector in
India has been spectacular across the world economies. Main and sub-sectors have
been generating more revenues since last two decades. The LPG policy helped the

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sector to boom and reach at the global level. Reduction in trade barriers and
protection policy made their way to grow and have a wide spread of business to the
world level. The government support and initiatives in the form of setting up
industrial parks, EOU and SEZ along with permission of FDI made things easier for
them to grow. The majorities of the IT industries in India provide IT-based services
and are supporting in flourishing the business. The role of IT industries in
accelerating economic growth and development of country. IT sector is the main
service provider to major service industries in the country. This sector has been a hub
for software companies since a few decades and has taken prominent position in the
global players. It is largest outsourcing destination now and contributes best services
in the growth of E-commerce and Retailing as well.
Its history is traced from 1970, as India had no policy for technology to put forth
effectively. 1963, Bhabha Committed had stated the significance of Electronics and
computers for the development of India. So on their recommendation, India
established DoE( Department of Electronics) for promoting the growth of computers
and Electronics in India. New schemes were formed for software and hardware
business. And it was The TCS, who first initiated business in USA. The remarkable
feature is that this industry has not only been expanding market size but also has been
contributing significant share to GDP of the nation and gaining success worldwide. It
has been instrumental in transforming whole Indian Economy.
The contribution of IT industry in economic development is spectacular. In the year
1998, it contributed 1.2 percent in GDP which has increased to nearly 9 percent today.
It is contributing in billions. There area may top IT cities in India. One is in Pune,
which has biggest IT part, named Rajiv Gandhi IT Park. It consists major players as
real estate cost is low in Pune. So it is more preferred location. Second is in Delhi,
Noida where there is huge Investments by Major industries in software companies. As
there are more engineering companies, jobs are easily available for the passed out and
even companies get good candidate easily in the campus interviews. The other city
known if IT is, Chennai, it is second exporter of software products and services.
Hyderabad is a high tech city and one of the exporters of software services. It
generates highest revenue from the IT sector. It has well known research center as
well. India‟ IT hub is Bangalore, as it has maximum IT companies. Its major part is
surrounded by IT companies. Silicon Valley „of India is a Bangalore. It gave birth to
Infosys. It first attracted MNC. Today numbers of MNCS are in Bangalore. Nearly 40

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to 50 software are providing services in Bangalore. It has worlds class IT part named
„International Technology Park Ltd.‟ India‟s IT sector is a hub of Innovation and
Technology. It is knowledge driven sector.
Major IT players in India are:
Table 3.0
Major Players in I.T. Industry of India

Sr.no Founded by Performance

TCS Founded by Tata son and  Revenue: Rs 152,497 Cr
J.R.D Tata and is one of  Market Cap: Rs 845,337 Cr
the Global players in IT as  Employees: 420,000
well.  ROE: 35.98 %
 Sales Growth (3Yrs): 10.47 %
 Promoter holding: 72.05 %
 Market Capitalization of Rs
8,10,000 Crores
Infosys Founded by Narayan  Revenue: Rs 87,371 Cr
Murthy and Nilekani.  Market Cap: Rs 282,028 Cr.
Stands second largest in  Employees: 228,000
the country.  ROE: 23.50 %
 Sales Growth (3Yrs): 9.81 %
 Promoter holding: 13.15 %
HCL Founded by Shiv Nadar  Revenue: Rs 65,643 Cr
and ArjunMalhotra  Market Cap: Rs 153,370 Cr.
 ROE: 25.76 %
 Sales Growth (3Yrs): 24.74 %
 Promoter holding: 60.00 %
Source: https://diplomatist.com/2020/08/29/it-industry-boosting-indias-growth/

3.3 Drivers behind Booming IT sector

The growth of the IT sector has no single determinants but many as every factor has
contributed in its growth. Some of the major factors are which has contributed in its
growth are:

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 Low cost operation and lower taxes:
The low cost of production and low taxes has been one the major factors in the growth
of IT sector in India. It results in more production as economies of scale are enjoyed
and at the same time tax burden is low and being considered by the Government.
 Talent Pool:
India is a country of demographic dividend, youth population and the IT professionals
from India are extraordinary, well qualified and highly skilled. The large numbers of
qualified professionals in various section of IT are the assets and human capital to add
value in the productivity of the sector.
 Export demand:
As compared to domestic demand, export demand for IT products and services is high
in India. It has led industry reach to the global level and gain name.
 Technology Rise;
The technology like artificial intelligence, cloud computing, system operation and
much more technological innovativeness helping industry to grow and sustain.
 Linkages:
IT industry has good linkages with banking and other service industries in India.
Therefore there is wider scope for it. Sectors like telecom, BFSI have also been
helping industry to expand its business.
 Government support:
The government support and consideration while imposing taxes, expanding EOU and
SEZ‟ in a country, developing clusters, relaxing FDI norms , setting up of parks has
helped industry to grow without hindrances.
3.4 Performance of IT sector in India
The following information shows the performance of the IT sector at world level and
in India.

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3.4.1 Brand value (global)
figure & Diagram No 3.0
Global Brand Value

Brand value in US billion Dollars

30

25

20
Axis Title

15

10

0
Sams Cam Acce
Wipr NTT cogn Infos
ung NCL gemi TCS IBM ntur
o data izent ys
CDS ni e
Brand value in US billion Dollars 3.7 4.3 5.1 5.5 6.75 8 8.4 14.9 16.1 26

Source: https://www.ibef.org/industry
The diagram 3.0 shows the brand value in US $ billion of world‟s top IT companies.
The maximum brand value is 26 US$ billion of Accenture company followed IBM,
16.1 percent and by TCS, an Indian Company, 14.9 US$ billion. The Infosys value
stands at 8.4 US$ billion as second large IT company from India. The brand value of
Samsung is 3.7, Wipro is 4.3, NIT data is 5.1, NCL is 5.5 percent and Camgemini is
6.75 percent respectively. They also fall under wealthiest corporate in the world.

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3.4.2 Sector wise break up
Figure & Diagram No. 3.1
Sector wise Break-up

Sector wise break up (in US $ billion)

Busines Process management
Software products and Enginnering services
IT sevices
Hardware

9%
19%

20%
52%

Source:https://www.ibef.org/industry
The sector wise growth of IT sector in US$ billion is shown in the above diagram 3.1.
It is seen that IT services constitute major 52 percent share followed by Software
products and engineering goods 20 percent. The share of Business Process
Management is 19 percent where the hardware products and services is only 9
percent. So it is clear that IT-enabled services and software products constitute major
part in IT industry in India.

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3.4.3 Sector wise Export revenue
Figure & Diagram No. 3.2
Sector wise export revenue

Sector wise Export Revenue in US$ in Billi0n

23% 23%

ER & D and software products

BPM
IT sevices

54%

Source:https://www.ibef.org/industry- year 2019

Above Figure 3.2, shows the sector wise export revenue in US$ billion from Indian IT
sector. The maximum revenue is generated form IT services i.e 54 percent followed
by ER & D software products 23% and BPM services 23% in equal ratio. The export
earnings from IT sector in India contributes in major in GDP of the nation.
Transformation from agrarian economy to the industrial state of India has main
contribution from IT sector. The ever growing technological up gradation and
education level, ITEs sector is booking in India and has been increasing exports at the
global level. Not only employment but also the value of services is on rise in India.
According to the recent reports of RBI, data related to the year 2019-2020 on export
survey of computer software and IT enables services, 6078 software companies have
been contacted, in which 1475 responded including large companies. They are
accounted for around 8207 of total software services exports during a year. The
exports stood at nearly US$128.6 billion during this year, registering 9.1 percent
growth over the previous year. It has contributed 66.6 percent exports from ITES and
33.4 percent exports form BPO. The main spectacular thing to note is that, the share
of private companies is accounted for more than half of the total exports. The exports
were made to different countries like USA, Europe and United Kingdom.

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3.4.4 Market size of IT sector
Chart & Diagram No. 3.3
Market Size of IT sector

Market size of Indian IT sector (US $ Billion)

Domestic Export

147
136
126
117
108

41 41 44
35 37

FY 2016 FY 2017 FY 2018 FY 2019 FY 2020 E

Source:https://www.ibef.org/industry
Above Figure 3.3, shows the market size of IT sector in India at domestic as well as
export side. The data is considered between 2016 to 2020. In 2016, domestic market
size was of 35 US$ billion whereas exports size it was US$ 108 billion. Every year
the difference between domestic and export market size is showing vast difference. In
2017, for domestic, it was 37 US$ B whereas export market size was 117 US$B. In
the year 2018, Domestic market size was only 41 US$B whereas for Export it was
126 US$B. In the year 2019, Market size for domestic was same 41 US$B whereas
export size was 136 US$B. In the year 2020, It was estimated 44 US$B at domestic
level and 147 US$B at export level. It is clearly seen that over a period of time, there
is a continuous increase in the performance of IT sector market size. It is possible due
to educational advancement and government pro-initiatives towards promoting ITES
and BPO sector in India.

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3.4.5 Growth in Export revenue from IT sector
Chart & Diagram No. 3.4
Export Revenue Growth

80
Growht in Export Revenue in US$B

70

60

50

40

30

20

10

0
FY 2016 FY 2017 FY 2018 FY 2019
BPM 24.4 26 28 31
IT services 61 66 64 74
Software and Engineering 22.4 25 28 31

Source: https://www.ibef.org/industry
The above diagram shows growth of export revenue in the IT sector of India. The
data between 2016 to 2019 has been taken from the sources being available. In all the
four years, growth in export revenue from IT sectors has been observed high. In the
year 2016 it was 61 US$B, in the year 2017, it was 66 US$B, in the year 2018, it was
64 US$B and in the year 2019, it was 74 US$B. BPM and the Software and
Engineering show similar growth. Export revenue of BPM industry was 24.4 US$B in
2016, 26US$B in 2017, 28 US$Bb in the year 2018 and 32 US$B in the year 2019. In
case of Software and Engineering industry, Growth in export revenue was 22.4 US$B
in the year 2016, 25 US$B in the year 2017, 28 US$B in the year 2018 and 31 US$B
in the year 2019.

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3.4.6 Employment
Figure & Diagram No. 3.5
Employment in IT sector

Employement Status
Domestic Market BPO Exports IT Services & Exports

0.793
2017- 18 1.191
1.984
0.79
2016- 17 1.152
1.921
0.758
2015- 16 1.086
1.846
0.745
2014- 15 1.03
1.74
0.699
2013- 14 0.989
1.6

Source:https://www.ibef.org/industry
Figure 3.5 shows that IT industry is the source of good employment. Being as service
industry, it provides jobs to qualified professionals and degree holders. The more jobs
are provided in the IT services and exports today. It can be seen that between the
years 2013-2014, there are more jobs provided in the IT sector than in domestic
market and BPO markets. After service sectors, more jobs are created in BPO export
sector. Total employment in the service industry show good contribution of IT sector.
This is possible because India is the world‟s largest sourcing destination with
qualified talent pool of graduates with technological degrees in the world. This
industry provides „white collar‟ jobs to the people having qualification and experience
in the related fields. The diversification of the industry and growth of new industries
have created more scope for youngsters. The IT cities employ more of Engineers.

3.5 Types of It sector:

1. Service /consulting
Consultancy firms or industries carry a business which is comprised of industry -
specific experts for offering expertise and professional advices, and solutions related
to business issues faced. It is obvious that every firm or company faces some
problems while carrying their business. The consultancy industry solves those

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problem through their experts from specific field. In the field of engineering, we have
engineering consultant who are experts in planning and designing different types of
infrastructure and projects for the client form private as we as public sector. Which
may include any construction firms or real estate developers or form of any
government. They basically provide hardware as well software services. There are
different consultancy firms such as GDH, HDR, Aurecon etc.

Along with engineering consultancy, financial consultancy services are too on great
rise in India. They were previously known as financial adviser but now are called as
financial consultant. They provide personalised financial planning for individuals
highlighting the financial risk involved. They also provide insight for corporate
governance to keep away frauds and financial misuse. They provide valuable
resources for entire business. Some names known for such consultancies are Deloitte,
Oliver Wyman, Ernst & young etc.
Healthcare consultancy has also been on rise in India where the firm employs experts
from the areas such as medical technology, delivery system, pharmaceuticals etc. they
do analyse management practices from the health industry. Today with the help of IT,
even the sector is run digitally. There are different hospitals providing online sessions
or advices for difficult surgeries etc. Hridayalaya hospital in Bangalore. There are
different names in this service today. Such as GE healthcare, Bain and company,
Clear view Health care partners etc.

Consultancy in HR is too on demand in India; the companies are hiring different

consulting firms to help in their process through expert resource consultant and people
consultant. These experts do suggest better solutions in their filed expertise and also
help in improving creativity in the company. A few names in this are mercer, Bambee
etc.

Along with stated consultancies, In India, there are well known consulting services
provided by TATA consultancy, Infosys, Wipro, Mahindra, IBM, HCL, Accenture,
Capgemini etc.
TATA consulting offers services such as digital strategy and integration, in which
business transformation is made possible. Supply chain services are provided to
leverage digital strategies, merger and acquisition services are provided to support

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large-scale business change. TATA consultancy services in India are a multinational
service provider and has headquarter in Mumbai along with many campuses in
leading cities. It is one of the largest consultancy IT service companies in the world
by capitalisation market. TCS has more than 4,88,000 of the world‟s best- trained
consultant providing services in more than 45 nations. It is a global player in the IT
consultancy services.
Infosys consulting is one of the well-known consultancy companies which provide
management consulting and IT consulting services. It, to operate globally and
currently has been associated with every nation. It is a multinational company that
provides telecom, retail, financial service to the clients across the world and are
specialized in the digital transformation through global enterprise solutions including
Artificial Intelligence.
In providing services in IT sector, name of the Wipro also stands high as it provides
services such as digital operation, digital strategy and transformation, Artificial
intelligence and Automation, Business process Management and Big data analytics.
1. Product based:
Product based companies are ones who get engaged with their own products to create
customer based. They fulfil demand of the customers on the regular basis by bringing
new products and also by modifying existing products. Today there are many product-
based companies growing in India, such as Amazon, Amdocs, Facebook (Meta), HP,
Informatics, Intel, Microsoft Adobe, oracle etc. These companies do produce the
products in more demand by the customers. They keep on bringing new product line
to provide delight to their customers. The main objective of these companies to help
different customers to have match with their expectation for a particular product.
They keep working on creating new and better now and then. These companies,
cherish every new idea and at the at the time are quality consciousness. They give
importance to core quality and efficiency. They employ talented and skilled
professional to keep going with their existence.

2. Internet Companies:
These companies are also known as Internet Service Provider (ISP) that provides its
customers with internet access. They are known as provider as they communicate
with one another by providing internet email accounts. They also provide other
services, such as telephone and television services through personal websites or home

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pages. They are basically cable companies or cell companies that offer
communication services along with internet subscriptions. They are also called as‟
Internet Access Provider”. In order to increase the business and get wider demand,
these companies rent their access to networks that enables user establishing internet
connectivity and resolve their domain names. They also offer “freenets‟ to generate
income by including advertisements or banners. Some ISPs are interconnected to each
other at network access points. There are different internet service providers such as
Google, Face book, Yahoo etc. These companies growing fast as they do need

3. Starts up
A start up is nothing but a venture initiated with a problem or an idea with a potential
for significant business opportunity and its impact. It demands innovation process and
ideas to value generating products and business model. Start-ups need strong and
technologically committed team to grow the business and organisation. Growing
companies prefer not to be depended on single individual or organisational services
but rather they prefer to get service from multi-service providers. It consists areas
such as mobile application, day to day solution of problems. Etc. by juice, ola, flip
cart, Paytm, swiggy, Oyo have plunged into start-ups to flourish their business model
and business activities. For evaluating start-ups potential, the factors considered are
marketing timing, market opportunities, team commitment, growth ambition, team
structure and scalability etc.

4. Hard ware/ Telecom/ Network

Hardwar industry is a world of computer and computing, and a fastest growing market
worldwide. Many of the leading companies falling under these sectors are among the
world‟s richest and largest companies. The IT hardware and Electronic equipment
industry have been expanding business through technological development. It
involves small mostly the small companies. There are also a few large companies
which are operational in the market. Some companies are engaged in the product
segment while some are engaged in specialized research and development. Some
companies are also undertaking collaborative research to cut costs and increase the
efficiencies. Global IT industries are mainly engaged in assembly and manufacturing
of computers along with hardware and peripherals. It is a part of broader information
and communication industry. It is an ever-increasing market due to technologically

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innovation and increasing demand of consumer products. Today some of the being
names such as Intel, HP, Samsung, Canon, Honeywell, Ericsson, Cisco are providing
wide range of products and getting popularity in the world market.

5. Emerging technology:
Emerging technologies means nothing but new innovations in the field of business
which leads business beyond its potential. The secret of growing business today is the
emergence of these technologies. Some of those have been discussed:

Robotics is an interdisciplinary sector of engineering and science which is related to

design and machine robots. It is a concept from multi-disciplinary fields which
substitute human actions and provides services at the fastest speed. It is all about
robots, which consist of some sort of mechanical construction and helps in completing
all kind of tasks for what it is designed. Robots need electrical components to control
and power the machinery. It contains some kind of computer programming which is
based on codes set. Robotics helps in fighting fires, surgical assistants, landmine
detectors in war zones, food order delivery etc.

Block-chain is verification and traceability of multistep transaction which needs

verification. It provides secure transactions, reduce cost and speed up data which help
contacting management and audit. It uses a shared ledger that is accessed by members
with permission. It is called as „trustless‟ network. Without it, each organisation has to
keep a separate database. It is because it uses distributed ledger, data are recorded
identically multiple locations. Financial institutions today are replacing old processes
and paperwork with block-chain. The benefits derived are increasing in operational
efficiency, global trade, clearing and settlement, lending and consumer banking etc.

Artificial intelligence (AI) makes it possible for machines to learn from experience
and perform like human like tasks. Using these technologies, computers are trained to
accomplish particular tasks by processing large amount of data and recognizing
patterns in the data. AI performs frequent high volume and computerized tasks. It also
adds intelligence to existing products. Products are improved with its capabilities. It
also adapts through progressive learning algorithms to let the data do the
programming. It helps in acquiring skills and models adapt when given new data. It

106
also analyses deeper data using neural networks having hidden layers. It has resulted
into incredible computer power and big data. It achieves accuracy through deep neural
networks. In medical field, it now used to pinpoint cancer on medical images.

Machine learning, is one of the most emerging fields today. It is a technique that
given computers the potential to learn without being programmed. It is being
developed in advanced level duet to mathematical expertise and programmes design
which are coded in machine language in order to make full ML system. In Supervised
learning, the IT professional and experts feed labelled data to algorithms and define
various variables to access and find correlation between them. Both the input and
output of the algorithm are defined properly. In unsupervised learning, expert‟s fees
unlabelled data to analyse datasets to take out meaningful correlation or inference. In
Reinforcement learning, for teaching a computer machine to fulfil a multi-step
process for which they are defined rules practised. Many a times, a algorithm even
determines action.

6. BPO / KPO:
Business Process Outsourcing is also known as outsourcing in the entire major field.
It manages a business of another company by using modern technologies improving
business process. It-related business process is on high demand from India to the
countries like USA and UK. In India, it is the fastest growing segment of industry.
The main reason of opting for BPO is risk mitigation, chances of enjoying economies
of scale, minimum cost of operation, high competency and improved business nature
etc. this industry mainly started during ninety‟s and now is the fastest growing
segment of ITES industry. Indian BPO companies are on great demand due to
affordable labour cot and talent pool of India having expertise on their profession,
command over English and also high research aptitude. Due to India‟s location and
tax structure, this industry is growing fast. Good number of services are offered by
BPO industry such as 24/7 customer support services through mails, messages and
live chats. It has helped companies to gain trust of the customers. It also provides
technical support services such a troubleshooting, product support, installation and
support problem etc. It results in high sales due to after-sale customer services.
Telemarketing services are also provided by IT sectors today were up-selling and
cross selling is done. Potential customers are contacted and interacted to generate

107
interests among them and make them actual customer. BPO also provides IT desk
services and data entry and processing. Some examples are yellow pages, printed
documents, software application, catalogues and business cards etc. Online research is
also a feature of BOP services such as internet research a market research, analysis
and web research etc. The major services provided by BPO are bookkeeping and
accounting services such as preparing financial statement and ledger accounts. BPO
also provides platform for data conversion services such spreadsheets and software
application through PDF, HTML, or acrobat format.
It is observed that nearly 56 percent word‟s business is handled by India‟s BPOs
today. The rate of demand for BPO services has been growing tremendously. The
more revenues are being generated by this industry.
The major a popular BPO service provider are: WNS group, Wipro, Zenta. First
source, Convergys, EXL, GTL, vCustomers, Tracmail , HTMT etc.

On the other hand, KPO is a Knowledge Process Outsourcing is one of the growing
ITES services today. The main reason behind it is minimum cost and high efficiency.
Along with BPO, KPO services are too on rise in India. Unlike BPO, service provided
under KPO are more specific and knowledge based. KPO is defined as set of services
that are related to core function related to any business and helps in enhancing value
of that business by providing specialized services. It basically involves knowledge
related to the work that requires expertise services or technical skill or expertise or
analytical support. It helps business to meet customer‟s demand of high quality and
also increases efficiency of the organisation. It provides customized solutions to the
operations and reduces much time. It not only brings effectiveness in the business but
also try to create a value in services. It has special wing, known as Legal process
outsourcing (LPO) in which legal and expertise knowledge and solution is provided.
It includes legal coding, E-discover services and documentation. Undoubtedly, KPO
and LPO help in avoiding loss and enable a company to earn good revenue and
profits.
There are different services are provided under KPO. Some have been discussed
below:

Engineering design is a service which is also known as (ESO) which involves the
outsourcing activities covering design to production and further maintenance. This

108
service is taken from industries like automotive, aerospace, construction and telecom
etc. It helps in providing design work using computer aided designs. Without design
and creating blue print of any model, it is difficult to carry the operation. Here, KPO
provides a great help.

Data analytics and management is also one of the major areas which provide
knowledge-based service. The industries like FMCG, banking, telecom need external
information related to the market, growth, competitiveness affecting their production,
product and services. Here KPO helps in providing information through customer
analysis, unfolding the nature of customers and their expectations. It also provides
information about chain supply chain analysis and retail analysis. Such a value chain
helps in expanding full range of activities. They help in increasing productive
efficiency so that, company can have maximum value creates at the least possible
cost. Companies used it to analyse one or more of the primary value chain activities.

Remote Education and Publishing

Today, the role of KPO is most significant in the operations such as direct and retails
services models, professional services, university and school services, service to the
government agencies and educational institutions. Due to KPO, today remote
education is on rise, being absorbed into jobs, many are able to take the further
education or increase the knowledge. Today, all over India, education is being
imparted through technologies; it has increased the rate of literacy as well as the
degree holders. Specialised and vocational courses are provided by many institutions
through virtual platform. The demand for such courses on internet is ever increasing.
IT provides all technology services in this teaching and learning process. It makes
interaction between teachers and learners possible.

Competitive intelligence includes services related to the market research and start
with data collection and data cleaning. Through KPO, customer surveys are
conducted and presented by using statistical tools and presentations. It helps in MIS as
well as the data is dumped continuously which can be used in near future while
framing business policies and strategies.

109
Financial sector is one of the major sectors, which use KPO services on large scale.
All kind of financial and investment related researches are carried to analyse the
market demand for financial products. It involves financial modelling, valuation of
companies, profiling etc. Today, financial sector is incomplete without IT services,
KPO is must to keep eye on ever changing market conditions.

It is believed that KPO is advantageous from many sides as it helps in saving costs as
latest technologies are used to reduce the costs and bring control over all kind of
costs. Minimising cost is one of the major objectives of the KPO. KPO helps in
focusing on the core business and increasing productivity. It further results in
improving customer satisfaction and increase in profits. It is also observed that, KPO
gives best results in non-core areas such a data entry, billing, data analytics and
accounting. Operational efficiency is also improved by outsourcing processes
through specialists handling of all tasks. It helps in saving time and improving
accuracy at lower cost. Outsourcing companies update their technological solutions
and help companies to take advantages of innovations and innovative practices. The
problem faced by the KPO industry is related to acquiring professionals and also
retailing them. There are different sectors and areas from where the professionals are
connected to provide the timely needed services. The fields such as law, engineering,
medicine, finance, management, marketing etc need professionals and therefore,
finding them and retaining them is a big challenge. It is because, many a times, there
is competition in service industry and professionals quit or leave the firm for better
professional fees and career. The other challenge for KPO industry is a Security risk
as a company may have to deal with structured as well as non-structured data from
organisations. As KPO is managed by vendor managers, consultants, business
operation managers, their challenge is to align internal and external collaborators.
Keeping best possible talent is a big problem today in KPO.
3.6 Government Initiatives
The IT industry is the largest private sector employer in India so government is giving
push towards cloud services estimating to reach US$B 194 in the year 2021. It is also
expected that India will have significant share in the global market in near future. The
government is extending all support to proper IT industry, which in return will
increase GNP, provide more employment and bring repute for a country.
 Foreign Direct Investment

110
India is one of the largest BPM destinations in the world and has share of 45 percent
in the total Indian IT export services. Government of Indian has eased the FDI
regulations for it looking into the scope for increase in GNP and growth of IT-BPM
sector. E-commerce growth related to IT sector is 19 Percent. IT sector has attracted
the highest FDI amounting to over 1.8 million Indian rupees at the end of year 2020.
FDI is set up under department of Industrial policy and promotion (DIPP) which
provides guidelines and limit in specified industrial sectors. It has made possible
„doing business‟ easy abroad. 100 percent FDI has been permitted in this sector by the
government. Excepted prohibited sectors such as gambling or betting, lotteries, chit
funds, Nidhi companies, trading in TDR‟s, Tobacco industry, Atomic Energy and
Railway operations , all other sectors have been permitted under FDI by government
 STPI( software Technological Parks of India)
It is a premier software and technology organization under MeitY which is engaged in
the promotion of ITES / IT industry in India. It promotes innovation, R&D, start up,
AI, Machine learning, Robotic, Cyber Security, Drone efficiency etc. It is like
incubators for enhancing leadership of India in the mentioned areas across the world
in collaboration. It has launched 13 centers of excellence. Those are shown in the
following table.
Table 3.1
STPI centres in India
STPR centres City or Place
Animation CoE` Shillong
Fin Blue CoE Chennai
MedTech Lucknow
NEURON Mohali
Electroprenuer par Delhi
IoT- open lab Bangluru
VAR CoE Bhubneshwar
IMAGE- Hydrabad
Motion Pune
Apiary Gurugam
Emerging Technology Imphal

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Source: https://stpi.in/stpi-centers, Ministry of Electronics & IT, Govt. of India

It wishes to be the largest technology start-up ecosystem in the nation and trying to
create extraordinary place the software industry. it has collaborative model where best
support is given to the start-ups and infrastructure. It has also launched NGIS (Next
Generation Incubation Scheme) as an incubation scheme for high support to the start-
ups. It has centres in cities like Dun, Guwahati, Jaipur, Patna, and Vijayawada along
with mentioned CoE.
Its functions are:
 To promote quality and security standards
 To work with venture capitalist and provide finances
 To provide specialized training
 To manage integrated infrastructures
 To provide consultancy services
 To act as an interface between government and industry.
 To promote entrepreneurship through incubation and seed capital.

 India BPO Promotion Scheme.

This scheme is envisaged under the DIP which seeks establishment of 48,300 seats in
respect of BPO/ITES operations across the country. It would help in capacity building
in smaller cities. Its features are to encouragement for local entrepreneurs, special
incentives toward women employment. And financial support up to 50 percent
expenditure incurred BPO/ITES operations.
 National Policy on IT
The national policy on information is launched by the government to address the
challenges related to economic development of the country and to leverage ICT for
the same purpose. It is the fact that ICT adds value in the society. It is the key driver
for economic progress and transformation. This policy aims to create 10 million jobs
till the year 2020. The main vision of this policy is to enhance the strengthen the
position of the India as the Global IT hub and to fulfil the objective of inclusive and
sustainable inclusive growth. Its objectives are:
 To promote innovation, Research and development in the area of technology.
 To adopt ICT in the crucial areas to increase the productivity.

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 To make all public services electronic and accessible
 To gain maximum share in global market and mobile value added services
 To reduce the gap of digital divide and develop language technologies
 To utilize ICT to utilize manpower and to promote lifetime learning
 To increase revenue from IT and ITES industry.
 Developing GIS for location based planning.
 Establishing an Information Security Assurance Programme.

 National Cyber Security Policy

The main objective of National Cyber Security Policy is to secure a resilient
cyberspace for citizens and, businessmen and government. The main purpose of this
policy was to minimize damage caused by cyber incidence, to protect most important
information and reduce vulnerabilities through secured technology. It looks for not
only developing security system but also building trust among the net users. It
strengthens system to develop cyber ecosystem. It looks for developing culture of
cyber security and privacy.
3.7 About Thane District
Thane is one of the industrially developed districts on Maharashtra and lies on the
north of konkan district. It is the third largest populated district and covers only 1.37
percent land of the state. It has ranges of sahyadri to east and Arabian Sea to the west
and also forest adjacent to state of Gujarat. IT is one of the financial capitals of India
after Mumbai. It has famous Talukas like Kalyan, Bhiwandi, Ulhasnagar, and
Ambarnath. Being near to Mumbai it also has educated population and is being
developed very fast from some years. Thane city is densely populated and well
urbanized. It has number of industries. Textile is being one of the largest industries in
BhiwandiTalukas. Another growing industry in ambarnath is construction works. The
cities like Ambernath-badlapur, Mumbra are getting urbanized very fast.
It is third most industrialized city in Maharashtra and contributing high for the growth
of MSME‟s. More than thousands small scale industries it has including drugs,
plastic, textile, fertilizers, chemicals, pharmaceuticals and adhesives. The main
industrial zone lies between Thane-belapur-kalyan belts. It has industries right from
food to electronics and form power loom to garments. (thaneonline.in). The extended
part of it, navi Mumbai has also been flourishing and getting urbanized. Many
industries are being settled the suburbs of the city.

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3.8 Employees in IT sector
Employees in IT sector are basically all time busy employees. They are into technical
activities, so the numbers of hours are more, pressure is more and there is a challenge
all the time. The employees always try to give their best as they are paid well. The
problems of these employees revolve around engagement issues, appraisal concern,
promotion issues, co-ordination, controlling, care and consideration from the side of
companies. IT sector expects employees to match with their expectations. But at the
time of matching with their expectation, somewhere, employees lose balance and
have to compromise with their personal and family life. Number of researches have
been carried and mentioned in literature review, indicating the problems and issues of
IT sector employees, differentiating gender wise a well.
It is found that the jobs in IT an ITES industry are stress creating. The reason behind
is the pressure from seniors, targets, lack of personal time, family stress, expectation
from wife, children and other family members etc. It results in poor relationship many
a times. Although, there are some duty hours mentioned, employees for these
industry, actually work for more hours and many a time their life balance affected.
Quality of work life is badly affected due to unbalance between work-life.
3.9 Meaning of Work-Life balance
Working is needed to survive but while working one should not feel dying. That is
Work-Life balance. It is a comprehensive term which covers social, individual,
psychological, job related attributes in it. It simply means to be successful in the work
without sacrificing one‟s personal happiness. It is something about feeling content and
creating own balance to get rid of stress and enjoying job at the same time.
Work-Life Balance is actually availability or having sufficient time to meet
commitments at home and at work place (Guest 2002). It is subjective assessment of
balance between work and life beyond the scope of work. It is one of the most
adopted areas of research as it shows not only the job commitment but also
responsibilities at home and towards family. Achieving Work-Life balance is not a
matter in the hands of job providers but also an individual considering his duties at
both the places. Considering, today‟s overtime and work beyond the regular working
hours, the question of Work-Life Balance arises, as the individual is stuck in work
and is compelled to think about work only. He has to overlook his life, health and
family. Therefore the study of WORK-LIFE BALANCE is must to enable individuals
to not only enjoy his work but also to be happy with family in committed hours.

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It is true that the numbers of working hours are increasing as the company wants
employees to achieve targets set. It results in pressure and job related stress. The
employees get stuck in the working environment only. WORK-LIFE BALANCE is
the approaches where both the organization and individuals must realize the
importance of balanced work life and beautiful integration between jobs related duties
and family. Because, the employees who are happy with the family can certainly be
motivated to focus on his work and can give his best of their efficiency. It will help
organization only to grow and sustain their development (Naithini). Work-Life
Balance is like having „right‟ combination of participation in paid work and other
non- paid aspects of life. Obviously, it is psychological involvement of an employee
at both places.
Some places Work-Life Balance is also referred as FFWA (Family Friendly work
arrangements) and AWA (Alternative work arrangement as tries to indentify various
factors associated with job as well as family. It finds out the sources of conflicts and
role of an individual or employee to perform his professional and personal life. There
are many empirical studies carried on it on many dimensions already. Still the scope
of Work-Life Balance is never ending. Studies are on role, conflict, related problems,
ages, gender, job satisfaction, organizational commitment; work to family interface
and of course life management (Manju R &Ranjeet G)
In the process of understanding WORK-LIFE BALANCE, Zedeck (1990) and
O‟Driscoll (1996) found out five model of Work-Life Balance indicating various
scope and interpretation of term. (Chandrani & Himangini-2018)
In the model Segmentation, they mentioned that every individual has two domains of
life; one is work domain and other in non-work domain. The previous is related to job
and other is related to the life. In their views, both the segments are independent and
has no influencing impact on each other or can say are not complementary on each
other.
In the model Spillover, it was suggested that one domain influences other domain
either positively or negatively. It means work can affect family life and family life can
affect work life. It is mostly observed in flexible work schedule or work from home
which creates conflict naturally.
In the model Compensation, it was suggested that individual tries to compensate
missing in one domain by making up in other domain. It means, if he is not happy

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with the provide work environment, he might fill this gap by involving himself in
social activities which may give him satisfaction and social recognition as well.
In the model of Instrumental, an individual may create spheres instrumental to both
the domain. It means one domain he may not have satisfaction but in domain he keeps
enjoying or psychologically delighting himself.
In the model of Conflict, an individual is trapped under the high demand from both
the domain. Family may develop sense of his avoidance towards them and even at the
job place there is more expectation from him. It may result in difficulty in choices and
high conflict as he will be stressed, fatigued, tensed being overloaded.

3.10 Definitions of Work-Life balance:

1. Work-Life Balance can be loosely defined as the availability of “sufficient time to
meet commitments both at home and at work” (Guest, 2002).
2. Clark (2000): Work-Life Balance is the satisfaction and good functioning at work
and at home with the minimum of role conflict
3. Greenbelt (2002): Work-Life Balance is as the extent to which an individual is
equally engaged in and satisfied with his or her role and family role.

It is observed that Work-Life Balance is concept where an individual has to manage

work, self and family. Any one domain he is not able to cope up, the overall
imbalance is the outcome. He has to be sincere, committed towards job as a source of
income. At the same time, he has to give time to family and fulfill responsibilities.
And while managing these two domains, he also has to see that he is happy and
relaxed mentally. He has to have time for himself as well for his hobbies, choices,
enjoyment, and relaxation and of course mental peace.

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 Self

WLB

Family Work

3.11 History of Work-Life balance

The origin of the WORK-LIFE BALANCE is traced to the work of rapport and
rapport (1969) where both work and family were claimed to have need of energy and
time. Work is must for earning for family as income source. It is needed for financial
stability and social stats. At the same time family is also important to have emotional
stability. If we do not have balance between two, there are chances of conflict. It was
as result of overwork observed in the last stage of industrial revolution. In UK,
average working hours were 14-16 hours a day and that to for six days in a week. It
not only resulted into health and social costs, but the minds of employees. Initiatives
of trade union and labour reformer were spectacular fighting for reduction in work to
assist working women and children. At the same time, USA also started getting its
reflection as there were too working hours were more and employees had to spent
more than 100 hours in a week. It brought serious impact on the health of the
employees and there was a question of life security. After the reactions of labor
reformers, USA also adopted 40- hours work week. Reduction in hours resulted in
happy families as there was time with employee to balance their lives as well.
The Actual term „Work-Life balance‟ was first appeared in UK in 80‟s as a creation
of Women Liberation Movement‟. In this movement, demand was for flexible work
schedules and maternity leave for women, family raising etc. The main focus of this
movement was to have grounds for Work-Life balance enabling employees,

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especially women employees to have more relief from work obligations. Later, this
demand took comprehensive form and professionals started calling it work-life
integration in lieu of Work-Life balance. Time was to be set to ensure enough time for
life‟s need and desires as well. It was being recognized that, imbalance between work
and life balance created stress among employees and they cause to job as well family
life.
3.12 Balancing WORK-LIFE BALANCE
The following images show the balance and imbalance between Work-Life balances.
It clearly indicates which the ideal situation and health condition is.
The image shows that the more

Work consideration is given to the job and

duties by an individual and at the same
Life
time personal life is being ignored and
they do not have leisure time. It shows
imbalance between life and work
balance which may tend to increase in
Unbalance
stress, fatigueless, negative approach
toward life being bored and loss of
vigor.
The image shows that the more
Life importance is given to the life and
Work self- management. It may also have
negative impact on a work as an
individual is more family- oriented
than job, and can easily get diverted
Unbalance from work. It may show his Lacking
interest in duties, non-performance,
lack of commitment and sincerity.

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 The image shows that there is proper
balance between work and life by an
Life Work
individual. He is can manage his work
and at the same time, he is able to
manage family and himself. This
condition shows his ability to enjoy
not only job but also to spare love and
care towards family and oneself by
sparing some time with energy.

3.13 Components OF WORK-LIFE BALANCE:

The term Work-Life balance is very broad and is not so easy to understand. Then two
there are some components which can be explained to understand exactly what is
consist in it.
Chart & Diagram No. 3.6
WORK-LIFE BALANCE Components

SELF MANAGEMENT

LEISURE Work life balance TIME

MANAGEMENT component MANAGEMENT

STRESS MANAGEMENT

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1. Time management:
Managing time is one the most important factor balancing work and life. There are
many ways by which time can be well managed to spare adequate time for family and
job related duties. Following are some ways to manage time properly:
 Planning a day where one should avoid haphazard manner of work and should
plan to boost efficiency and productivity. It is necessary to make a plan of what to do
next day so that the discipline can be developed. It helps in keeping stress away and
bringing happiness.
 Waking up is not easy but bring inefficiency in one‟s life. Waking up early
depends upon going to bed early. Studies have revealed that early risers are most
successful in life as it not only improves health but also enhances productivity. The
more time is available to finish the task. One must turn down some opportunities as
every opportunity you cannot manage to grab. Because once you say‟ yes‟ for any
additional work or task, it will be stressful situation to bring to an end.
 Create win-win situation by delegating work to your subordinates or family
members so that you can focus on very important work you have in hand. It not only
improves the mental health of you but also empowers other one whom you are
delegating work.
 Say no if you do not have time and cannot complete with you commitments.
Learning to say „no‟ can certainly clear our priorities and focus is increase in chosen
duty or assignment.
 Indulge oneself in hobbies you like which relaxes you mind and helps you in
get relieved from stress. One must reconnect with his passion to create joy in life.
Simply do what you like and avoid what you do not like.
 Take gap and rest from job and go for vacation. It is needed to spend quality
time with your family and loved ones and also get away from work temporarily. It not
only relaxes one but also rejuvenates mind. Break from work is must.
 Turn off work mode once you at home. What‟s use of using mobile and
checking mails while taking dinner? Better do not heed any work when you are with
family. Finish work at job place only. Do not carry it once you are out of the office.

2. Self-management:
 One should give time to managing self. As if oneself is loved, all is possible
bring loved. It is the recognition that effectively using the spaces in lives.

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 One should be decision maker of his own action of work and lead for life.
 Organizing self for timely work, energy and mental capabilities to enhance
function ability and also set goals to know what is to be done planning course of
action.
 Not to be affected by external reactions. Better have self-motivation with
innate qualities and balanced thinking. Self-motivation is more progressive. So do not
depend upon the external sources of motivation.
 Assess your stress and qualities and better set responsibilities on priority. Do
one task at the time and have strict deadlines to get satisfaction of work. One need not
carry work in mind even at home.
 Give priorities to health and develop patience to control anger and anguish.
Also evaluate ones‟ own progress to find deviation and improve further.

3. Leisure management
The important of leisure or recreational management has been increasing over a
period of time and today even the organization are manipulation work enabling their
employees to enjoy leisure and recreate through some activities. It is the process of
maintaining and administering physical activities and involvement personnel into
recreation.
 Get bloc of unoccupied time and spare free time to rest or to do what you want
to chase.
 Be free to have feeling of under minimal compulsion and desire to have fun
and some sort of recreation.
 Take time to plan holidays and roam the places where you gain solace.
 Amuse one keeping away from obligation for some time and have social and
friendly participation. Start living in freedom minimizing forced or compulsive
occupational forces.

4. Stress management:
Stress management is a combination of psycho-sociology disciplines. Known stress is
the beginning and to get rid of it is the next step. It is obvious that one gets stress due
to occupation he is involved in. and it is necessary to locate it as brings impact on self,
work and even on family. The following chart shows how one can handle stress
related to many situations.

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 One must have self- confidence to handle the work independently and carry
out with self initiative. This optimistic approach helps in reducing stress of
employees.
 Managing anger is very important in the organization as the anger increases
the stress and results in undesired outcomes. Short-tempered people have more stress
than those who keep cool mind.
 Relaxation is must for the stress. It may be in the form of sound sleep,
massage and yoga therapy. One must learn to get relaxed to avoid stress.
 Psychology says that defense management is very important to get rid of
stress. In different situations, people should learn to apply defense management such
as comprise, negotiations, avoidance, collaboration etc if conflicts arise.
 Stress is the result of inter and intra-conflicts. For this, individuals should
learn to manage the conflicts. Should keep quiet and avoid the trouble givers. Or
sometimes should make strong agreements through collaboration.
 Individuals should come up with self-healing strategies to get rid of stress. It
may be done by listening spiritual teachings, prayers, yoga performing or getting
engaged with life teaching Gurus.
 To enhance eu-stress among the employees, there has to be consistent
motivational programmes arranged by the organization. Organization of various life
learning programmes; helps employees to learn more about adjustments to be done at
work place and at home. They adopt new techniques and methods of keeping oneself
stress free and mentally healthy. Stress management programmes must be conducted
by the psychologist and counselors; they play a very important role in imparting life
learning education among the employees. Many a times, these counselors provide one
to once guidance to the employees who are heavily stressed and burned out

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Chart & Diagram 3.7
Stress Management

•Balanceing
•Self Doubt performance
•Improving self •improving well -
•take charge of being
career •plannig ahead
• Overcoming self
harming
Performance
Self confidence stress

Anger
Relaxation
managment

•start day with • Understanding

energy strong emotions
•breathing and •conrolling anger
centering
•taking things at
•rechargin self by ease
natural way

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3.14 Classification of Work-Life balance.

Sr. no Classification Nature

1 Role overload It shows overloaded employees with multiple roles
assigned to play. In the organization, many a times,
employees are given so many tasks and
responsibilities. It makes them overloaded and
affects the quality of work life and also balance
between work and life.
2 Family- work It shows that family responsibilities and
conflict commitment affect work efficiency. The
expectation from parents, wife, and children
sometimes affects the state of mind of the
employees. At one side, they want to be with family
and at the other side, they cannot overlook their
duties. It is very common in IT and ITES industry
today. Work time is to be adjusted due to family
demand.
3 Work- family This shows that, work affects family life of
Conflict employees, targets, duties, multiple roles assigned;
somewhere affect the life of the employees. They
feel uneasy and many a times, also lose family
resulted from issues and conflicts. Employees, even
though desire, cannot give time to the family and it
brings bad impact on them.

3.15 Need of Work-Life balance

Studies on Work-Life balance always have always been backed-up with some
intentions and clear targets. Following are some of the reason why there should Work-
Life balance. Good Work-Life balance has good impact over the employees and
always helps them to get adjusted at both the places. There is no doubt, work is
necessary to satisfy physio-logical needs, but at the same time, family love and time is
also an emotional need. Affiliation with the organization comes with time and

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experience but with family it is by birth. So while working, if family is being missed
and community is being ignored, there is always a intra conflict among the
employees. Therefore, WORK-LIFE BALANCE is most needed. The good WORK-
LIFE BALANCE is beneficial to the organization as it reduces wastage, conflicts,
resentments, resistance to change. It fetches more support from employees and thus
the foundation of Employee-Management relationship is more concretized.

Chart & Diagram No. 3.8

Need of Work-Life Balance

 Sound Mental Health is needed to keep oneself away from anger and create
happy mind. When, imbalance in work and life, there is always a presence of stress

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and unhappiness. Sound mind and peaceful mental health enables employee to keep
balance in the entire situation.
 Physical health depends upon your type of work. So it is necessary to keep
healthy as well. As good body always has a sound mind. It increases endurance and
potentiality to work. When there is balance between life and work, there is a way to
have sound health having no place for stress or regret.
 Good work-life balance also results in sustaining good relationship among
colleagues and between superior and subordinates, management and employees.
 Good work-life balance enables employees to get engaged well in their work
and duties. It helps them to perform timely and effectively.
 Good WORK-LIFE BALANCE helps in creating thoughts and ideas. The
employee who is happy in family life and work life always is able to create innovative
ideas. They are always fruitful assets for the organization. They create good ideas and
stories.
 Good WORK-LIFE BALANCE makes employees happy at work place and
also at home. So he is not nervous or sad but cheerful all time. It makes not only
environment happy but also the people around you happy.
 Employees having sound WORK-LIFE BALANCE are always successful in
life as they carry it with happy state of mind.

3.16 Theories of Work-Life balance:

There are many theories developed on Work-Life balance. Different psychological
and management angles are considered in different theories of WORK-LIFE
BALANCE. Some are more related to work culture; some are related to life
adjustments. Some theories speak about conflict arising in the organisation; some
theories speak about intra-conflict. Border theory narrates life and work domain
exploration. Boundary theory is more related to social categories. Compensation
theory narrates about positive and negative experience of the employees. Spill over
theory is more related with experiences at home and work. In the segmentation
theory, it is explained that both work and life, both are independent areas and are not
interdependent. In, role conflict theory, there is a study of how one role affects
another role in life and results in creation of conflicts.

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 Chart & Diagram No. 3.9
Theories of Work-Life balance

Enrichment
Theory

Gender
Conflict
Inequality
Theory
theory

Theories of
WLB

Work Life
Managem Congruence
ent Theory
Theory

Interactive
Theory

 Enrichment theory:
It is one of the recent perspectives, which argues that the activity in one domain of
employees can enrich the experiences in the other domain without burning energy. It
focuses on the role of employees as a spill-over effect. It rather explains, how once
role can improve quality of work life in another role.
 Conflict Theory:
This conflict occurs when demand from work life creates problems in fulfilling
demand of family life. There is inter- conflict and it is difficult for an employee to
bring balance between two. It affects his state of mind as both the places, there has to
be desired participation. Giving importance to one, surely affects the other life. There
may a time-based conflict, behaviour-based conflict or strain-based conflict. The lack
of adequate time, relationship management creates strain in the employees. It is very
common theory and is the foundation of understanding further dimensions of Work-

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Life balance. Working late hours, may give adoration at work place but it at the same
time affects the family life as relations expect consideration.
 Congruence, Integration and Ecology theory
Apart from Work-Life balance typical theories, this theory takes into consideration
variables like personality traits, genetic influence, behavioural pattern, social forces,
economic forces etc. It is true that different personality traits help employees to
manage their balance between work and life. Some may manage it well and some may
not. It depends upon their behaviour as well. Being aggressive, being sentimental,
being short-tempered, being emotional, being mentally strong and balanced are a few
traits which help them in balancing work and life.
 Compensation theory:
This theory nicely explains, how expectation form one domain unfulfilled, can be
fulfilled form other domain. It employees are not adored at work place; they expect to
get it from family members. The consideration he is not getting in family, he wishes
to get from colleagues and boss. He tries to compensate his fatigueless, tiredness with
love and care. An employee, who reaches home tired, certainly seeks attention and
love from family. In case, he is having personal and family issues, he expects
consideration from his office.
 Interactive theory:
This theory highlights mutual interdependence between work and life. It considers
reciprocal influence of both on social and psychological state of mind of individuals
directly or indirectly. This theory explains Work-Life balance from Marxist views, as
they consider work and family both as an economic unit which studies impact on
whole economy. Whereas non - marxist consider both as social system. Therefore,
there is a conceptual conflict between two.
 Work life management theory:
According to this theory, self-management is very important in bringing balance
between. it explains seven domains of work-life such as Manager, Acceptance,
Nurturing needs, Authenticity, Goals, Action and time management, Environmental
opportunities and threats and responsibilities. Here a person is expected to have his
own emotional thinking and techniques in balancing work and life.
 Gender Inequality theory

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This theory speaks about women professionals, unequal participation of women in
labour markets, biological and psychological difference between men and women.
The number of duties and responsibilities shared by men and women and problems
faced by them according to their gender and nature. This theory is more feminist.
3.17 Perspectives on the study of Work-Life balance
There are different perspectives by which the struggle of employees between work
accountability and family responsibilities is being studied over the years. There is a
regular investigation to understand the exact balance between two. Social perspectives
look its more from the side of social phenomenon. Like family care, relative
expectation, community or social group commitment, peer and friend expectation,
festival involvement etc. whereas psychological perspective looks into it more from
the angel of happiness, stress relive, mental fitness, physical endurance, engagement
with high morale and behaviour. Different theories have already been put forth to
explain the relationship between Work-Life balance. But socio-psychological
perspectives define it more elaborately.
1. Work-Life balance and sociological perspective:
It is true that a man is a social animal and share informal relationship with all defining
the kind of relationship he or she shares with them. Right from family to friends, one
has to be in contact, give time and share his or her feelings. It helps them to be happy.
Family members obviously expect that their son, brother should give time to the
family, sit with them, talk to them, share smiles and giggle on the happy occasion.
Wife, being a life partner, seeks company of husband or a husband seeks company of
wife on the holidays and even weekdays. The strong bond is only built when they
share their talks, feelings and relationship. Children expect father to be with them in
their plays and their school celebration‟s. They expect father to spent time with them,
take them out and let them enjoy.
Community or social groups also expect that one should give time for society welfare
or their community welfare. Participation in communal programmes is more expected
not daily but at least on the important occasions or the celebrations. People are
attached to their culture and tradition and so there is no question of being isolated and
avoid social programmes. Many a times, Christian employees attend masses on the
Sundays and get engaged in community welfare programmes designed by the
churches. So here being busy in work days, does not bring on them any kind of

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allegation of non-participation in the community work. As they have balanced it by
giving Sunday and public holidays.
Friends are the strength in everyone‟s life. There are colleagues, friends at the work
place. But there are also childhood friends, school friends, social media friends, who
expect regular meet and life enjoyment. Sociological perspective believes that hours
spent in work and created stress and frustration can be reduced or removed by getting
with friends, laughing with them, having lunch and dinner with them, sharing talks
and stories with them.
So, it can be understood that sociological perspective is very important in balance
work and life as it states its significance at both the places. If work is not allowing
employees to be social, then there is of course a intra as well as inter-conflict created.
Being not able to meet expectations of parents, siblings, wife, children community,
friends can result in state of unhappiness, frustration and isolation. Which is never
good for an individual‟s Moreover, it also affects the work efficiency as well.
Therefore, not only the employees have to think of their own responsibilities and
commitment towards social groups but also the organization should create such an
environment, where employees should be allowed to be active in such social
relationships.
One must be careful that the quality of work-life is not getting deteriorated. As there
is different family type as well as, such as joint family, nuclear families, single parent
family and so on. Proper balance between work and life can help one to understand
the problems and manage everything accordingly. The women working in IT filed and
full-time service industry are more victim to social frustration, as family do not want
compromise with their expectation from her and at the same time being shortage of
time, she is not able to satisfy demand of all at the same time.
Sociologists believe that a good and happy social life only can help someone to be
successful in their job as the love and care from family, friends and community makes
them strong and proves strength to work with zeal and excitement at he works place.
Social support at work is also a extent to which employees understand if their
superiors are caring for their general welfare or not. Carlson and Perrewe(1999)
showed two types of social support in their studies. On eis work related social support
and second is non-work social support. The first one refers to the willingness of the
organization to provide support withing the campus. On the job, support is provided.
But in non-work social support, there is a support off the campus. And here the social

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sense plays an important role. Rahnfeld et.al,2013) mentioned that the sources of
social support include spouse, friends, close associates and other affiliates. In the
study of Xu 7 Burleson (2001) showed other dimension of social studies such as
emotional, esteem, substantial, relationship etc. when we talk about emotional
support, it involves expression of pity, compassion and true concern for someone. In
esteem support, we speak about morale boost through the engagement, enthusiasm
and level of empowerment. It may be in the form of admiration, confidence in other‟s
sense of self. Prof. Shiner (2000) also highlighted two more types of support in Work-
Life balance. Those are instrumental support and companionship support.
Instrumental support is timely and is provided when it is required including different
kind of helps such as economical, social etc. It is always considered as a tangible
support as stated by Scot (2010), according to him it involves accepting
responsibilities for someone other than an individual facing the problem and
difficulty. Whereas companionship support enables people to take interest in social
exercise, recreation, trips, cultural activities and enjoyment programmes etc.
2. Work-Life balance and psychological perspective
While studying Work-Life balance, the psychological approach should never be
overlooked as ultimately employee‟s psychology is the study of mind of employees
towards job and their typical behaviour at the work place. Psychological study not
only helps employees to be stable and confident at the job place but also to the
organization to identify the best ways of dealing with individual employees as they
are not same in their behaviour. There are different factors such as anxiety, fear,
depression, mood, stress and self esteem etc., which affect the morale of the
employees.
While balancing job and family there is always a worry among employees as they
have to work without mistake and perform for the betterment of organization, at the
same time if they fail meet family requirement, there is fear of loss of relationship.
This results in stress and depression in later stage. Being loaded with the targets,
many a times, frustration level goes so high that there is a change in mood of the
employees. Either they are aggressive or prefer not to speak with anyone due to anger
or excess strain. It is observed many a times that the employees‟ suicide if they fail to
balance WORK-LIFE BALANCE. Incidents from IT sector are more. Lacking
adequate time for self and for family, results in health issues and extreme depression
or burnout. To keep efficiency at work, employees need peace of minds and happy

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mood. This all depends upon morale of the employees. Employees with high morale
show unexpected results whereas the employees with low morale, do not contribute
more in productivity. The psychological perspective is given more attention in
western world. Therefore, working days are five many countries. Apart from that,
there is provision for vacation and family time. Children care is also provided by
many firms, so that the female employees can perform much better being tension free
regarding child care. Numbers of studies have been carried on this perspective, but
being a behavioral science, the more is observed, the more theories are in creation.
Organizations should have employee assessment system where they can look into the
change in behaviour of the employees and can frame policies accordingly. The
employees with good health and sound mind are always an asset for the organization.
To enable them strong from out and within, organization should try to bring new
policies which are employee friendly. It is the responsibility of the organization to
create good work culture and work environment for employees. Flexi-mode work
culture should also be provided so that some time employees will get to be with
family or among family members.
A study carried in Bosch Ltd, Bangalore, showed that the Work-Life balance is one of
the key factors for the employees to achieve their success. Different plans, policies
and programs are designed to help their employees to have balance between their
work commitments and family responsibilities. The study was carried on 60
respondents and was proved hypothetically using regression model and ANOVA.
This study clearly showed that the personal life is affected due to access work and
obligations. The factors like travelling, overtime, continuous meeting, targets,
deadline of work make personal life of employees mess and it results in psychological
problem among the employee, which may not be severe but are always remarkable.

3.18 Country wise WORK-LIFE BALANCE observation by OECD

To have a suitable balance between work and daily living is not less than a challenge.
The most affected are the families. Governments can also help in addressing this issue
by providing instructions, supportive and flexible working practices. The one of the
most important factors in the WORK-LIFE BALANCE is the time a person spends at
work. The common experience and observation is that long work hour‟s affects
personal life of the employees and results in extreme health issues. 11 percent of the
employee in OECD work 50 hours or more per week. Gender wise, men work for

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longer time than females. If employees are put in more work, they get less time for
other activities. This may include family and their own leisure. There is a direct
relationship between hours of work and physical and mental health of the employees.
 In Austria, full time workers give 61 percent of their day on average to
personal care including sleeping and eating, spending time with family, in games,
hobbies and computers etc., less than OECD average of fifteen hours. A country has
developed affordable high-quality childcare which helps many families to balance
their Work-Life Balance. Almost major part is spent on child care and their education
so that the parents can focus on the work and at the same time, country has educated
generations.
 In Belgium, government has started providing social security to create
dynamic workplace where desk sharing, home working, flexible working is more
encouraged. The main purpose behind this is to find talented people and to retain
them with happiness. It has helped government to save their office space, paper
printing and reduction in office furniture expenditure.
 In Canada, nearly 4 percent of employees work for longer hours which is less
than OECD average 15 hours. Ontario has invested heavily in educating children in its
provenance by establishing kindergarten for small children and also came with full
day kindergarten programme in all the schools since 2015. This has helps parents to
focus on their jobs without worries. Integrated learning is being brought over there
enabling parents to keep better WORK-LIFE BALANCE.
 Chilean government has also made provision for high quality childcare to
increase the female workforce participation. They have built number of child care
centers and are creating more space for day care in school itself. This move has
helped female to come out and work for their livelihood and to increase family
income. Moreover, their participation rate has increased since the set-up of child care
centers.
 In Denmark, only 2 percent employees work for longer hours. To improve
wrok life balance and work participation, government has introduced accommodating
their employees working from different pace and in shorter hours. Under this,
employers pay them according to work done. Employees are also qualified for
additional income and supplement if work better. Agreement is made on flex job for a
period of five years and again the eligibility is reassessed. Many a times, permanent
jobs are offered after five years. Flex job reduce the workload of workers. This time

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they can give to their families and social commitment or self-leisure. Denmark
government provides financial support to the families having young children. The
more money is spent on childcare and education. They also provide 18 weeks of paid
maternity leave and 2 weeks of paid paternity leave along with 32 weeks of paid
parental leave. Denmark is also doing good in providing gender equality in labour
markets.
 In France, Work-Life balance is given more importance along with family
policies. It is successful in achieving gender equality. The father involvement is given
more importance in child care after the birth of a child. They are paid paternity leave
for two weeks with pay. This has motivated fathers to take care of their children and
support months. This payment system has also encouraged young mothers with
limited working hours.
 Germany has come with reconciliation memorandum for equal sharing of
work between men and women under flextime arrangements. A country has promoted
Work-Life balance by combining part time work and leaves. They also provide
financial incentives encouraging both men and women to do 25-30 hours paid work
for at least four months.
 Italian government has improved Work-Life balance through free childcare
programme. They provide free care and entertainment service aimed at children of its
employees. For children appropriate school time is kept. Sports facilities are provided
to develop children. The take care of children, qualified staff is appointed. This has
helped in improving Work-Life balance of the employees as they are happy with the
progress of their children and can focus on their jobs.
 Japan has lower female employment as parents find it difficult to combine
work and family commitments. It is resulting in postponing marriages a delay in
parenthood. People prefer fewer children. Therefore, Japan is among the „lowest -
low” fertility countries with low fertility rate. To overcome this, social policy has
introduced many measures to encourage parenthood and employment. Childcare
facility is being provided to reduce private school costs. Workplace practices make it
difficult for parents to have Work-Life balance. At the same time cost of education is
also high. Therefore, many women first want to secure their job and then prefer to
have children. Japan, is looking for female work participation in a country and so they
are taking care of children enabling women to participate in job and contribute
productively.

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 Korea, being one of the nations with low fertility rate is worried about their
future economy. They are struggling with continuous fall in the rate of fertility. they
have initiated childcare at priority to not force parents to choose between work and
family commitment. Employed parents are entitled to three kind of leaves, i,e
maternity leave, paternity leave and financial support for both type of leaves. The
leaves are extended in case there is a demand from employees. The sole purpose is to
increase the employee participation and contribution in country‟s GDP.
 Mexico has highest child poverty rate along with Israel and Turkey. For this, it
has enhanced the well-being of the families and children, more public schools have
been started enabling women to participate in work, reduce poverty and promote child
development. It has also helped in improving gender equality. Country also
announced cash transfer programme which is criticized. Then to in recent years, to
encourage young mothers, they are coming with social reforms by building more
schools for child care enabling female participation on large scale.
 In Netherland, the female employment is on rise and has been more rapid
since 1980s. The rate was lowest in initial years, now it has almost doubled. Women
have been being provided part time jobs to fulfill their family commitments.
 New Zealand has been experiencing a steady growth in the female
participation in the country as government is spending more on children enabling
women to manage their work-life balance. Good packages of policies are being
announced. They are also promoting flexible workplace practices and affordable
childhood care and education. Women can opt for full time work once their children
are young.
 In Spain, people find difficult to combine work and family life. There is low
fertility rate as well as low female employment. Therefore, men and women first want
to get established themselves in the employee market and then give birth to the
children. This has results in low births and postponement of childbirth. In recent
time, the female employment is on rise there as the government has started with
childcare facilities.
 Sweden has been providing easy access to the parents to enjoy parental
benefits. The government has launched Smartphone application so that parents can fill
papers for parental leaves and stay at home caring their child.
 Switzerland has supplied more childcare places as it is unaffordable and
expensive and also short in supply. To support working families, government has

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introduced temporary programme for increasing childcare places. 3 Municipalities are
providing system of vouchers for childcare services. More subsidies are provided to
the childcarecentres or institutions. This is done to provide equal opportunities for
public support of childcare and choice to parents to go for greater range of childcare
services.
 Turkey has come with new concept of increasing efficiency through
telephone. The municipality of Yalova has come up with integrated EDS called
„Zambak‟ for improving public services. Under its documents can be uploaded
digitally to trace jobs quickly.
 UK, being one of the highest standards of living indexed country, has also a
high cost of childcare. Affordable childcare is the necessity today and so government
has recently introduced many measures to help families with low income with
children to get quick employment.
 USA, is trying to reduce relative poverty among the working families by
spending more on public spending on child welfare and education. It has led to more
female participation in the labour markets. They have started believing in „mother
should return to work. US is looking for better career prospects for their women. For
which, they are being provide greater support. This has helped employees in
balancing their work and life simultaneously.
3.19 How can one improve his or her productivity at work?
Many a times, employees keep working for longer time thinking that they are not
doing enough at their job and should keep working to add more productivity at work.
But actually, this is not productivity, what we call. It is rather the inefficiency which
shows that you keep working all the time without planning and a thought. There are
some tips for this:
1. Have a scheduled breaks:
It is now universally accepted that, taking breaks actually helps in increasing
productivity at work. There is a need of recharging your brain from time to time by
taking breaks from the job and get rid of mental tiredness caused by monotonous
work. Break does not mean here to go out leaving work, but getting from your seat
and moving here and there to feel relaxed joyful. The mental strain can be removed
this way. There are different ways of using breaks. Just play game on mobile or see
mobile within the restrictions put by the organization. Take a cup of coffee or chitchat
for a minute with colleague beside you. Whatever makes you happy, just do it.

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Along with office breaks, plan out vacations every year and stay happy with family.
Even though, the work is assigned, try to manage it during the vacations and assure
that, it is done well in advance and there is no impact on your work.
2. Have Communication:
It is very important for employees, to have communication with others and that too,
often. Clear communication with your boss, colleagues, teammates and everyone
around from other department, makes you extremely relaxed and there is no work
obstacle. While assigning work to lower level, one must ensure that they have
understood it and are sure of what they are supposed to do. Even while reporting to
the boss, there has to be updated communication. Employees can seek for advices,
instructions, and orders and still can have clear communication with their bosses.
There is difference between „talks‟ and communication. Talks‟ may be informal and
may lead to gossiping and time-pass that may affect work. Formal communication
may not be long and useless conversation. It may be simply saying‟ Thank you‟ or‟
sorry‟ or „mention not‟ or „please‟ etc. Having this kind of communication helps
employees to have rapport with others and this connectivity helps them to handle
work in the best way.
3. Try to keep soft music at background:
It is observed and found that, playing soft music at the background while working,
helps in concentration and increasing productivity significantly. One can play music,
they like to listen. It may be classical, rap, semi-classical, Gazhals or fast track songs.
It makes mind cool and peaceful and helps in enhancing work efficiency.
4. Cut out time on phone:
Believe or not, phone is the highest drainer of our time. Employees should not keep
talking on phone all the time if allowed. Rather take out time in weekends and meet
and spend time in face to face communication if possible. Or simply talk with plan
time. Don‟t‟ be hesitant in saying that you are busy in work and would catch up later.
It will help you to save your time and have commitment in the work. Instead of
increasing social media reach, try to minimize the contacts, which are good for your
career and increasing productivity. Do not get interrupted, rather keep message on the
phone, that you may be contacted during a particular set timings. Or just request to
hold on and wait for your reply later.
5. Manage time if in short:

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Many a times, employees get less time to manage their commitments. It may happen
that, they have less time and there is more work. Obviously, they run short of time
and cannot manage with it. In this situation, they must try to make out sometime.
Such as waking early than normal habit and go sleep an hour late. So extra hours can
be used for specific work. One may cut showering time and also shopping time. To
handle technology, install high speed internet connection to make life easier and
better. As slow net, not only affects the work but also irritates and one feels not to
work in such as situation. Even, a request can be put for work from home at least a
day or two. It may help to save time and fulfilling other commitments.
6. Delegate the work:
One cannot do everything all the time. So try to get some work outsourced. It is
because; one can focus on his or her core work. Look into the work, which you can
share with your subordinates. And simply share to get rid of „clutter‟ of the work and
make yourself perfect. This helps in improving quality of your work in a better way.
The core work can be finished on the time and there would be not delay in work and
rather the task can be done before the deadline. Find out the right one, who can extend
your work or assist you in normal work.
7. Be technology Savvy:
It can never be falsified that the technology makes one‟s life very easy and definite,
helping in increasing productivity. Record tasks on the cell, fix appointment alarms
and beeps. Try to learn computers, in a better way to work in easiest way. Try to
install software to expedite work easily. In case, one is not technologically savvy, get
course done. Learn gadgets and try to use smart phones, to be used to work quickly as
and when you need to work fast.
8. Sound sleep:
Good productivity can always be related to sound sleep one has. Sound sleeps helps in
recharging brain cells and makes feel as new. To have sound sleep at night, one
should keep away all kind of distraction from the rest room. One must ensure that if
there is quietness at night. Early dinner is always better before sleep. Time of sleep
should be same and should not be changed. No exercise should be done before sleep
and there should not be a consumption of coffee at bed time. Taking shower is always
better before sleep as body feels fresh and muscles are relaxed. The best way is to
keep mobile away so that sleep is not affected.

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 Physical Effects of Stress
 Eating Disorders–
When there is a stress caused by Work-Life balance, onewith starts eating too much
or starts hating food without reason. The result results in either sudden gain in weight
or reduction is the weight. Too much pressure of work makes employees not able to
follow proper and regular diet and skipping food affects their health. Many a times,
too much stress makes them to keep eating to divert mind or get rid of unnecessary
work burden and enjoy the food they intend to taste.

 Extreme Tiredness
Too much stress makes one feel fatigue without reason or much activity. It affects the
psyche of a person and so without working too, he feels having done so much work
and do not get relaxed feeling. They feel drained and burnout and do not keep any
energy to work. Obviously it affects the health of a person.

 High Blood Pressure

Today, high blood pressure is directly related with the work pressure and it is
observed that, at the young age only there are cases of people suffering from high
blood pressure or low blood pressure. Not completing work on time, pressure for
targets and trauma of losing job on inability to perform are the few factors which are
affecting health of the youngsters. It is resulting in early age heart attack, strokes,
paralysis and many related symptoms. The surprising fact is that the youngsters are
also getting cardiac arrest nowadays and it is directly related with the struggle
between Work-Life balances.

 Sleep Disorders:
Stress keeps the body in the flight – or – fight survival mode and hence, you would
feel high strung all the time. There is a problem of insomnia and one cannot sleep as
mind is full with targets, responsibilities and accountabilities. It is a serious matter as
unsound sleep affects health very badly. Many a times, youngsters start playing games
on mobile, using social media and entertainment sites. It again causes is diversion
from core work and un-productivity.

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 Aging Signs:
Work pressure and not able to give attention to one‟s health results in dull hair, hail
fall and dull skin as it is a fast aging. Add to this the fact that most people in today‟s
age smoke drink alcohol and eat unhealthy, which is resulting in getting old at the
young age. There are cases that working hours are so long that one do not get time for
physical exercise. It is very alarming in case of flexi-mode work culture, where work
is given all the time and entire living schedule is affected.

 Inflammation:
Stress lowers the immune systems owing to which inflammation takes over the body.
It starts with simple headaches (inflammation of sinus membranes) and gradually
spreads to back pain, joint pain and generally feeling pain all over the body. The
infection rate increases and this kind of pain affects entire body so badly those
symptoms are visible just by a mere look.

 Emotional Effects of Stress

 Depression And Mood Swings:
Continuous stress would keep you mentally tense through the day. There is change in
moods suddenly. Argumentative, irritating, annoying, shouting, fighting moods are
generated at the work as well as home places. Too much work and family pressure
makes a person goes into depression and do not see any good in life. There are many
cases of suicides, which can either be related with work or family issues. There is
more psychological effect is seen on the person and it takes them near to mental
disorder sometimes.

 Anxiety Attacks And Nervousness:

No matter how good you are at your work, continuous stress would result in
unexplained feelings of „butterflies in the stomach‟. It will result in anxiety and
nervousness attacks many a times. Without reason, someone wants to be quite.
Avoids much talking or heeding others talk. Loneliness is more accepted and there is
cut of social chats and participation.

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 Memory And Concentration Problems
Unnecessary pressure of work and family makes someone disturbed to such an extent
that they are unable to concentrate and focus on their work and suffer from memory
loss.One will observe that stress would affect your memory seriously. Even the
normal things are forgotten suddenly and efforts are to be made to recall them.

 Stress Effects on Relationships

 Repeated Arguments:
It is observed that, imbalance at the work place and family affects formal and
informal relationships badly. For every small reason, there are fights and arguments
between colleagues and family members. There is verbal fight and sometimes it
results in abuse and hurt. Imbalance creates a gap of communication and understands
between relations. For every statement, there is a contradiction and it is difficult to
manage head with other‟s thoughts and views.

 Road Rage:
You find there is a lot of suppressed anger in you. You may suppress it successfully at
workplaces and home for a while. The frustration builds up and suddenly manifests
itself on the road towards others without reason. The anger is passed to anyone who
come across.
 Social Activities affected:
You do not have the time or the mood to socialize and hence, you are having trouble
keeping contact with relatives and friends. There is no time to meet relatives during
functions or festivals. There is not time to connect them on happy days or even in
grief. Work and family imbalance makes someone so busy and tired that they do not
get time for get together. There is cut from social activities and contribution in
community work. it again results in loneliness and feeling of being isolated.
 Violence
Stress takes over the mind and keeps your nerves stretched to no end. Any argument
now can and often will trigger violence. Whether at home or at the workplace one will
not be able to control anger and there are case of raising hands and even hurting the
other party. At work-place too, many a time‟s incidences are taking place where there
is attack on superior or bosses in massive trouble created.

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 Divorce/ Erosion or End of Close Relationship:
The worst part of imbalance in work and life is that, one has to end up formal
relationship with an organization by the way of separation, resignation or extreme
action. And also divorce with spouse as there is no more charm in relationship.
Spouse wants a divorce; your live – in partner feels he / she cannot continue with you.
Inability in handling family issues may result in divorce and permanent separation
with a partner.
 Frequent Job Changes
Stress caused due to the bad relationship at the work place or exploitation, results in
change in or skipping jobs very often. There is always a search of a new job on small
incidences took place at the previous work place. One loses morale to get adjusted
with others.

3.20 Ideas behind Work-Life balance:

There are universal understandings toward Work-Life balance, as it is one of the
psycho-socio approaches in the field of Human resource management. Following are
some techniques or ideas followed in order to keep balance between work and life by
people.
 Leave work place on time:
It is necessary to understand that, the work place should be left early. It should rather
be determined that, i won‟t stay back for an extra hours in the office when my day is
meant to end. For this day planning has to be done by preparing‟ to do‟ list. There has
to be a priority given to the work and most important work is to be finished early.
Possibly, learn to delegate the work and push the less important work for next day.
 Keep list ready for next day:
To have proper Work-Life balance, many smart people prepare and keep ready, a list
of the work to be finished before leaving the office. It is important because it will
bring effectiveness in work and task will be finished on time. It is like getting
mentally ready for the work to be done and so it becomes easy to accomplish it.
 Eliminate that drains you:
A person, who wants to keep balance between work and life, always identifies the
activities that drain their time and eliminate them one by one. They take office break

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to make their mind fresh and get rid of mental tiredness. They do understand that
taking break is not like wasting time but rather it is a step towards building efficiency
and productivity.

 Don‟t be available after office hours:

Determined person makes clear or popularize a message that they are not available to
any one after the office hours. It is always better to have two numbers. One for office
and formal contact and another for informal contact. If all work is done in advance
and nothing is so alarming, mobile should keep off after the working hours. The only
thing is to ensure that, you have done all your work with perfection and there is no
need to contact you or disturb you.
 Take light food in the office:
In order to keep working, it is advisable to take light lunch in the office. Because, if
heavy lunch is taken, it may result in drowsy feeling. Instead of eating at a time in
more quantity, take in small quantity throughout the day. It helps in maintaining
metabolism running. It helps in focusing on the work than on the food.
 Work within capacity:
One should not work in multiple ways. Rather should try to be realistic to understand
his or her capacity and potential in achieving something. Taking so many works at a
time, may lead in burnout and mental stress. It won‟t only affect in efficiency at work
but also relationships. It also affects health badly.
 Eat less in the office and drink less coffee:
If heavy meals are taken, there is drowsy feeling and so efficiency is lowered. It is
better to have number of small snacks than heavy meal throughout the day. It keeps
metabolism strong and keep us alert. It is also found that too much coffee
consumption affects productivity. It results in irritation, inability to sleep or focus on
something. Arguments can also be increased due to access consumption of the coffee.
 Be aware of one‟s own capacity:
Never try to take more work beyond your capacity. Be realistic about out work you
can achieve in a day. Better say no to the task you cannot finish in given deadline.
Always take that much work which can do and deliver on time. Support there are very
demanding deadlines, one can suspend Work-Life balance principle and finish that
work. One can also take help of someone or hire someone for the work which is in

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excess and not in a capacity to finish on time. If it is not followed, there are chances
that one may get highly tensed, stressed and even burnout badly. It will result in
relationship spoil and also fall in efficiency.
 Relax your mind and take short breaks:
Continuous work may harm us. So one should take some break after long work. Fresh
mind is more focused and results in high productivity. One should take five –ten
minutes break after every a few hours. Working continuously is sign of efficiency is a
wrong notion and a myth. So better take break as and when you fell tired and
exhausted.
 Help out others and learn new skills:
If we see that our colleague is stuck and you can help out him or her, please do it if
you have time. Do it for those who are in genuine need and expects cooperation from
you. It is observed that, the people who are successful in keeping Work-Life balance
are always taking out some time to help others. At the same time, if we have a time,
we must increase our skill to improve our job. Skills learnt help us in growing
professionally. We must try to have journey which take us from point one place to
another in the area of skills. Every new job or work is challenging and unless we
master it by updating skills, we cannot grow or get further mastery over it.
 Keep personal and professional life separate:
Never bring work at home or take calls if not urgent regarding work at home. If we
and our family are not cared, better leave the job. Try to not entertain friends on work
time and do not allow them to take us granted by assigning work when we are at
home. Also see that our family members do not call you unnecessarily when we are
on the work. When we are on the trip and vacation, assume that office is closed and
we are unreachable to them. It sounds to be harsh but it really works.
 Select job which you love to do:
Many a times, we take any job we get as we have to earn and look out family but it
results in depression and interest fewer tasks later as we do not feel working any
more. We must rather do where our mind is set and we feel happiness. We should not
quit unless we get job of our choice and love because such a job will give us pleasure
and pleasure never makes us stressed.
3.21 Work culture and Work-Life balance
Every organization has some goals objectives toward their employees and so they are
more accountable to provide that kind of atmosphere or environment to the employees

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which can motivate them to give their best. It is not possible until employees are able
to enjoy their workplace and facilities provided. Work culture plays an important role
in bringing out best of their employees and making them to be loyal with the
organization and not to leave it in between. The good culture makes employees feel
god and concentrate on their work instead interfering other‟ work or mingling with
others unnecessarily. Unity of direction is possible in this case. Work culture is
nothing but beliefs, attitude and thought process of employees. It also shows the
principles and ideologies of the organization. It creates good interaction between an
organization and the employees. In simple words, it is a mentality of employees
towards ambience of the organization.
Strong organizational culture makes employees follow the rules and regulations of the
organization and stick to their existing guidelines. If employees are not willing to
follow rules and regulations of the organization, then it is an example of weak
organizational culture. Work culture has direct influence on employees. Every action
of the employees depends upon the type of work culture they are living in and
carrying their work in.
Good work culture shows following results in the organization:
 It shows satisfied employees who are willing to increase their productivity and
efficiency.
 Employees develop strong relationships and interactions among themselves.
They do not fight, create conflicts, they behave like professionals and improve image
of their organization.
 Employee do not fall into politics. Rather they keep holistic approach towards
all. There is no scope for misunderstanding and mis- management.
 Good work culture does not demotivate employees; rather it develops a culture
where employees are judged by their work and not personal services. There is no
question of favoring wrong and disfavoring right one. There is no personal opinion
formed.
 Good work culture always has a scope to appreciate those who perform best
for the organization. The adoration, patting, giving good words is a common practice
in such as environment.
 Good work culture encourages workers at the workplace and develops good
conversation. All have liberty to express their thoughts and manage relationships.
Transparency is more adored and manipulation is out of question.

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 Good work culture does not have Hitler-type approach where bosses are like
God-fathers and mentor. They are the spirit of inspiration and encouragement to the
subordinates. The boss does not behave with pride and ego but instead, he is very
supportive, caring and behaves like a transformational leader.
 The main feature of good work culture is the development of team building
where all work towards same direction and try to achieve the common goals.
Organization should take care that there is no toxic culture is developed. Too much
formal and too much informal organization is not good for the organization.
Following are some symptoms which show there is toxic culture in the organization.
 There is always unhealthy gossiping and organization has no control over
informal chats
 There is no voluntary cooperation among employees.
 There is sense of creation of boredom, lack of attention and no motivation to
work.
 There is no praise or admiration form management so employees are dull and
demotivated
 There is no creation of new ideas and innovations
 There is culture of coordination and communication
 There is always a conflict and misunderstanding
 Work environment is not so good so there is wastage
 There is diseconomies of scale as labour or employees do not contribute more
Although there are some toxic component presents in the organization which creates
hindrance in its growth. There is always a scope for improvement. The organizational
culture is improved by
 Creating mutual trust and accountability by setting an example by seniors or
bosses
 There has to be a controlling and standards set according to accountability
 Use of metrics to see how are employees are meeting expectations
 Clarify role of each employee towards their organization
 Show respect for all the employees and create among them confidence.
 Providing continuous education to the employees to be a part of good work
culture
 Increase competencies of employees and make them able to set the targets

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From above note on work culture, we can make it out that how work culture is related
with the Work-Life balance and how does it work in the form of good results. The
Work-Life balance is possible when organizational culture is good and encouraging.
Otherwise, it affects the family of life of employees and many a times results in
family issues.

3.22 Myths that work against us and refrain us from family life
There are some myths which hold us back from balancing our life with job and those
myths are really not needed to be address or taken into consideration. Rather, the
reality is to be understood by us to have sound Work-Life balance. Some myths are:
 Longer hours means more work:
This is the most observed myth in the service industry, most of the time, we feel that
if we work for more hours, we contribute more or yield more. But it is not true. Rather
it shows undisciplined and unscheduled work. Eight hours in a day is always enough
to work here we can finish our tasks successfully. It shows that we have not planned
out our work. we end up things in helter-skelter way and we finish work in ill manner.
We either do not delegate work to others or try to do all the work by ourselves. We
take multitasking at a time and fail to do any of it successfully. We either spend time
on mail, or phone or what sup and social media which destructs our time and we lag
behind the work. We have clutter all over at the same time. These all factors create a
ground for us to work more and more and we start believing that more hours we work,
more we are efficient and productive.

 You are not creative so you can never have it.

Organization demand creativity in us to get advantage for their growth. The hierarchy
we work in, demand that level of creativity among us. Many a times, we feel that, we
are not born with creativity so we not creative and never try to develop it. The fact is
that, creativity can be enhanced by getting specific kind of training or education.
There are some psychological measures to enhance creativity such as listening
symphony music, dance on like music or song, write done brilliant ideas on small pad,
increase language vocabulary, read good books, play music, doodle all the time,
change routine for a fun, call a close friend, be relaxed forgetting all etc.
 More pressure so more work:

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Little pressure is always good to keep us going but unnecessary pressure makes us
stressed and frustrated. It also affects health badly. We should not work all the time
under pressure. Rather, we must work without pressure and according to our choice or
a will. Today, there is a culture of targets and deadline, it bring pressure on the
employees. Then too, one should leave the job, where pressure is more and no
consideration given to our choices and preferences. Pressure might give work
accomplished to the organization but it brings bad impact on employee‟s health. They
suffer from many diseases and vital organs are damaged such as brain, heart, lungs,
kidneys and liver etc. The mental health is also under a threat.
 Multitasking makes you successful:
It is a spread myth today that if you do not do multitasks, you are not successful. But
it is not true. We think that, multitasking means doing one or two tasks at the same
time. But this is not so. It rather means we switch from one task to another task to
complete both simultaneously. We are human and we can better concentrate on one
task at the time. We feel that, we can do both the tasks at the time, but actually we
stress out this way as we shut off the attention to be given on one job and set it for
other. It is nothing but loss of precious time. We should try to finish each task at a
time and one after the other. We should try to finish them along with each other. This
not only will help us in saving our precious time but would also make us relaxed and
comfortable. Better make a calendar and do the work according to the priority. Don‟t
mix them or do simultaneously.

 Conclusion:
This chapter included the information about IT sector in at international and national
level. The theoretical perspective on IT sector and its performance is also mentioned
in this chapter. The growth and factors responsible for the growth of IT sectors are
also included in this chapter. Along with it, the main component of Work-Life
balance is explained along with its components, dimension, significance are
explained. Theories of the Work-Life balance and the ideas behind it are also
explained along with myths associated with it. This entire chapter explains the
theoretical background of the studies.

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CHAPTER-4
Profile of Thane District and Data Analysis
_____________________________________________________________________
This chapter explores Data analysis. It explains the profile of Employees working in
IT sector of Thane district and Navi Mumbai. It explains information about Thane
district, its geographical location, administrative departments, educational
background, educational institutions and spread of Micro, Small and Medium scale
industries situation in Thane. It also explains the demographic profile of the
employees working in various IT firms in Thane and narrates their Work-Life
balance. It explains their views on many statements asked to them related to Work-
Life balance and determinants affecting it.
4.1 About Thane and Navi Mumbai District
4.1.1 Geographical Location
4.1.2 Administrative structure
4.1.3 Population
4.1.4 Educational Backgrounds
4.1.5 Educational Institutions
4.1.6 MSME Industries
4.1.7 Types of MSME‟s
4.2. Data Presentation
4.2.1 Gender Profile
4.2.2 Age Profile
4.2.3 Total Experience
4.2.4 Marital Status
4.2.5 Family Type
4.2.6 Annual Income
4.2.7 Work-Life balance (Self Morale)
4.3 Statement related to Work-Life balance -1
4.3.1 Doing new and Challenging Job
4.3.2 Influencing others
4.3.3 Working in Group
4.3.4 Like to help others
4.3.5 Working Independently

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 4.3.6 Like to get appreciated and awarded
4.3.7 Working in Leadership and Administrative Capacity
4.3.8 Open to share feelings and emotions
4.3.9 Part of Significant Decisions
4.4 Statements related to Work-Life balance-2
4.4.1 Get personal time to exercise
4.4.2 Fulfilling Financial Requirement
4.4.3 Get Leisure Time
4.4.4 Attend School Function
4.4.5 Allowing contacts during working hours
4.4.6 Schedules as per standards
4.4.7 Meeting expectations of colleagues
4.4.8 Good energy at the end of working day
4.4.9 Participation in community and Religious Commitments
4.4.10 Team work in my absence
4.4.11 enough holidays for family
4.4.12 Stress due to project handling
4.4.13 Love toward work without stress
4.4.14 Satisfied with salaries
4.4.15 Pleasant Working Condition
4.4.16 Enjoying privilege offered
4.4.17 Organizational Support
4.4.18 Clear information about job
4.4.19 Compensated for Extra Work
4.4.20 Performance based Policies
4.4.21 family life satisfaction
4.4.22 Provided with Medical Facilities
4.4.23 Medical insurance
4.4.24 Change in location and admission of children
4.4.25 family care when project is out
4.4.26 Holidays provided
4.4.27 Counseling services
4.4.28 Exercise facility provided

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4.1 ABOUT THANE DISCTRICT AND NAVI MUMBAI
Thane district is in Konkan Division also one of the most populated districts. It is one
of the third largest industrial districts. A new district formed i.e. Palghar. There are
major different cities like Navi Mumbai, Mira-Bhayander, Bhiwandi, Kalyan-
Dombivali, Ulhasnagar, Ambarnath, Badlapur, Murbad and Shahpur which are major
7 talukas headed by Municipal Corporation. Out of which Kalyan, Ulhasnagar,
Bhiwandi and Ambarnath are modern cultured and influenced by Mumbai city. The
district has good connectivity of roadways and railways. This district does not have
airport. Railway connectivity is good at Thane and Kalyan Station. Thane Municipal
Corporation has its public transport which was formed on 9 th February, 1989 and
fleets almost 289 buses. Thane has maximum industries as it is an industrial area. On
an average there are 1548 large and medium scale industries and 18480 small scale
industries. This district holds various types of industries like Drugs, Textiles,
Medicine, Fertilizers, Plastics, Machines, Tools, Iron & Steel, Engineering,
Electronics, Chemicals, etc. Due this industrialization, there are lots of opportunities
for skilled and unskilled labours. The Thane – Belapur – Kalyan is an industrial belt
and a center of sophisticated modern industries. Bhiwandi is famous for handlooms
and power looms. Fishing is also carried out on a large scale in various areas like
Dahanu, Arnala, Vasai, Uran, Datiware, Nawapur, Murabe, Satpute, etc. Also, Woods
Products, industrial fixtures, cane baskets, etc. are also manufactured in this district.
Thane is one of the growing districts in the state of Maharashtra. Rather, it is coming
as one of the most important districts for commercial activities. The employment is
more generated here a there are thousands of manufacturing units, services offices.

 Navi Mumbai
It is one of the largest planned cities in the India which is situated in Maharashtra. It is
located on the eastern harbour coast of Mumbai. It was established in 1972. It was
formed by including 95 villages of Raigad and Thane district. To develop this city
there were certain limitation but then prominent architect and urban planners came up
for the development of Navi Mumbai. They were Charles Correa who was Chief
Architect, Pravina Mehta and Shirish Patel and RK Jhawas Chief Planner. They came
up with a unique idea of developing the city so as lower the burden of Mumbai as an
alternative. It has sub divisions North Navi Mumbai and South Navi Mumbai. It is
one of city which is made environmentally friendly city which is encircled by various

151
mountains, gardens, parks, landscape etc. Navi Mumbai is included in Thane District
as well as Raigad District. It is one of the cleanest cities which is ranked 12 th among
73 cities of India as a part of Swachh Bharat Abhiyan. It is a hub of various centers
like education, engineering, medical sciences, interior designer, hotel management,
etc. It also has wide range of MNCs and business hubs or centers. Navi Mumbai is
developed by CIDCO, NMMC and PMC. It is one of the well planned and well-
balanced cities. Navi Mumbai has one plan i.e., to establish Special Economic Zone
(SEZ) which is exclusively for attracting companies all around by adding benefit to
commercials by providing them certain benefits. It will also provide commercial
growth as well as employment and job opportunities for the people. Even the city has
7 nodes which are inter-connected and the most preferred transport is Auto Rickshaw.
It also 4 Suburb Station namely Navi Mumbai - Nerul, Vashi, Belapur and Panvel. Of
which Panvel is one of the busiest stations amongst all the station in Navi Mumbai. It
also has metro rail network of 6 lines. It also has its own transport service which was
started on 23rd January, 1996 and renamed as NMMC in 2006. Even there is a
proposal passed for new International Airport in Navi Mumbai near Ulwe which is
still to be named. Its construction is via Public Partner Partnership which includes
74% share of Private Sector deals in Equity and 13% each by Government of
Maharashtra via CIDCO and Airport Authority of India. Although Navi Mumbai city
is not Old city but has unique project with various infrastructure facilities and
developments. With all the facilities and development city will soon become a Super
City. The navi Mumbai region is well urbanized and is a planned city with MMRD
Structural Township planning. The location of industries and urbanization is not only
creating more jobs but also increasing standard of living of the people.

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 Map of Thane District:
MapNo.: 4.0
Thane District

Source: www.mapsofindia.com

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4.1.1 Geographical Location
Table No. 4.0
Geographical location of Thane district

Sr. No. Geographical location Thane district

1 North longitude 18.42- 20.20

2 East longitude 72.45- 73.48

3 Area 4000 sq.km.

Source: Thane District socio- economic survey report 2018, Pg. no.13/
Directorate of Economics and Statistics

The exact location of Thane district falls in the Kankan region of Maharashtra. There
are Sahyadri ranges in the east an Arabian Sea in the west. It has humid climate. To
the north side of there is a forest region nearing Gujarat. It is located geographically
between 72.45⁰ and 73.48⁰ east longitudes and 18.42⁰ and 20.20⁰ north latitudes.
Being near to Mumbai, it got developed at early stage one of the leading districts of
Maharashtra and is a hub of Different kind of MSME industries catering employment
to lakhs of youth in nearby towns and villages.
4.1.2 Administrative Structure
Table No. 4.1
Administrative departments
Administrative Thane
Sr. No.
Department District
1 Taluka 07
2 Urban area 31
3 Rural area 807
Source: Thane District socio- economic survey report 2018, Pg. no.13/
Directorate of Economics and Statistics
There are 7 administrative departments at Taluka Level in Thane district. 31
Departments at Urban areas and nearly 807 Administrative departments in Rural

154
Areas as majority part of Thane district falls under Rural and Semi and Semi-Urban
Region.
4.1.3 Population of The District
Table No. 4.2
Thane district Population as per 2011 census (in „000)
Thane
Sr. No. Population
District
1 Rural area 117
2 Urban area 6953
3 Male 4319
4 Female 3751
5 Sex ratio (per 1000 males) 868

6 Density (total population per sq.km.) 1915

7 Total population ratio 5.26

Source: Thane District socio- economic survey report 2018, Pg. no.13/
Directorate of Economics and Statistics
Being a Growing industrial city, Thane has nearly 69, 53000 people staying in urban
areas viz. nearby towns like Kalyan, Ambarnath, Badlapur etc. Rural population is
nearly 117,000 according to the census 2011. Now the population is already rising
including l grants. The sex ratio between Male and Female is 868, which is
less.Nearly 1915 people stay per sq.km,, so the density of population is quite high in
Thane District. There is ever increasing population in Thane districts due to the
opportunities of the jobs. Families are set up and family size is dependent on facilities
and opportunities provided by the city.

4.1.4 Educational Background

Table No. 4.3
Education Background of Thane District (in percentage)
Thane
Sr. No. Education Ratio
District
1 Rural 78.49
2 Urban 88.61

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3 Male 90.57
4 Female 83.37
5 Education ranking 5th
Source: Thane District socio- economic survey report 2018, Pg. no.14/
Directorate of Economics and Statistics.
Educational background of any geographical territory plays an important role in
sustaining those city industries, culture, attributes. Therefore, Thane district is too
considered as one of the districts of Maharashtra which has good education ranking
and has good colleges nearby to cater best education in various streams and
disciplines. Thane has Education ranking 5th in Maharashtra and has number of
schools, Junior and degree colleges and professional institutions. The education is
high in urban areas, which is 88.61 percent. Whereas in rural areas, it is only 78.49
percent. The males are more educated than girls. More than 90 percent population is
educated whereas 83.37 percent girls are well educated in thane a new Mumbai
district. Education wise, Thane is reputed and has mass enrolments of students from
nearby Talukas and villages. The good and reputed educational institutions are
situated in the thane district.
4.1.5 Education Institutions:
Table No. 4.4
Education Institutes in Thane district

Sr. No. Institutions Number

1 Primary 3325
2 Middle schools 1047
3 Secondary and Higher Secondary schools 1545
4 Colleges (Degree) 227
5 Technical Degree College 15
6 Technical Diploma College 20
7 ITI‟s (Government) 20
8 ITI‟s (Private) 14
Source: 1. Thane District socio- economic survey report 2017-18, Pg. no.08/
Directorate of Economics and Statistics

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According to the survey of 2017-2018, there are 3325 primary schools, 1545
Secondary and higher secondary schools, 227 Degree Colleges consisting Aided and
unaided sections, 15 Technical Degree colleges in Thane District. 20 colleges provide
Technical Diploma. Whereas there are 34 total ITI‟s institutions in which 20 belong to
government owned and rest 14 are privately owned.

4.1.6 Industrial Profile

Thane district is one of the well-known districts in Maharashtra which attracts job
seekers as industrial spread is quite good in this district. It is stretched to the further
extent and known as Navi Mumbai area. The Rabale is the most important industrial
areas today which provide more jobs in the field IT sector and other nature jobs. The
Revenue collection wise too, Thane is one of the leading sectors in Maharashtra state.
There are Developed and growing industrial areas such Wagle Estate, Thane-belapur
industrial area, Rabale industrial area. There are number of small and vibrant
industries situation in kalyan- Ulhasnagar. Even ambarnath is one of the most
developing industrial cities in the district. Different types of MSME. Venture and
investment wise, there are more micro industries in the district which cater mass
employment. Majority of the industries such as cotton and textile are situated in
Bhiwandi and are more labour intensive in nature. The small industries are 6, 452 in
number according to the survey of 2016. Now there certainly will be more added to
this number. Medium scale industries are only 116 whereas the large industries are
442 in the numbers. The investment wise if observed, then it is understood that the
more investment is done in small industries in Thane district and number of industries
are substantially high when compared to medium and large-scale industries. The
following shows number of MSME‟s situated in the Thane District.
Table No. 4.5
MSME Industries in Thane District

Number of Ventures Investment (Rs.in lakhs)

Sr. No. Category
Mfg. Service Total Mfg. Service Total

1 Micro 9454 940 10394 71095 9329 80425

2 Small 5823 629 6452 647635 23079 670713

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 3 Medium 91 25 116 63276 8414 71690

7387 7387
4 Large 442 --- 442 ---
(in Cr.) (in Cr.)

Source: -MSME Development Institute, Mumbai, Ministry of Micro and Medium

Enterprises/ Brief Industrial Profile of Thane District Report 2016/ Pg. No.05

4.1.7 Types of MSME Industries

Table No. 4.6
Types of MSME Industries

Sr. No. Type of Industry Number of units

1 Agriculture based 245

2 Cotton textiles 460
3 Artificial tread-based cloth 282
4 Jute based 09
5 Soda Water 28
6 Readymade garment 67
7 Wooden based furniture 30
8 Paper producers 81
9 Leather based 11
10 Chemical based 342
11 Rubber and Plastic based 273
12 Mineral based 105
13 Metal based 145
14 Engineering firms 826
15 Repairs and services 44
Source: -MSME Development Institute, Mumbai, Ministry of Micro and Medium
Enterprises/ Brief Industrial Profile of Thane District Report 2016/ Pg. No.05

158
Thane District and Navi Mumbai Area has more diversified industries carrying
economic activities in the production of leather, rubber, chemical, paper products,
garments and clothing, wooden and furniture, soda water, jute and artificial thread-
based clothes etc, some areas have informal situated clusters of particular
commodities only. The Bhiwandi is famous for textile, readymade garments and
power loom industry business. Whereas Ulhasnagar is famous for furniture, ready
garment and jeans markets. The maximum contribution comes from engineering
industries in thane followed by chemical-based industries. All type of industries
provides jobs to the youngsters staying in Thane and its Talukas.
Diagram No. 4.0
Types of MSME

Types of MSME's
1% Agriculture based
8% Cotton textiles

28% Artificial tread based cloth

16%
Jute based
10% Soda Water
5% Readymade garment
9% 0%
4% 12% Wooden based furniture
1%
0% 3%
1% 2% Paper producers

Source: -Table No. 4.6

4.2 Data Presentation

Data representation involves use of different graphics, charts, and pictorial devices to
reduce the large data into understandable form. Many a times, tabular data may not be
well comprehended or understood or can simply say that it does not have aesthetic
look, so there is need to convert these tables into diagrammatic forms. It is very useful
when the prospective readers are non-technical people and are general audiences. It
makes them understand the results of data easily. Data can be presented by many
ways and today there are different pictorial tools are used to make it more aesthetic.

159
 Table No.4.7
DATA PRESENTATION
Sr.
Graphic forms Application
No.
1. Histogram It is obtained by plotting adjacent rectangles on the basis of
class interval enabling visual impact and also to locate
mode graphically on it.
2 Line Graph It shows change in data over a period of time. The figures
are plotted in relations to interesting lines or axes i.e X-axis
and Y-axis. The time dimension or independent variable is
represented by the X-axis and the other variable by Y-axis.
3. Frequency It often easier to draw. The chart used is called frequency
Polygons curve where frequency of each lass is located at the
midpoint of the interval and the plotted points are then
connected by Straight lines.
5. Bar Charts Here horizontal and vertical bars are used to represent
variables. The actual numerical values ma shows on the X-
axis or Y-axis as, as the case may be. Or at immediate ends
of the bars. There may a simple bar, subdivided bar,
percentage bar or multiple Bars diagram.
6. Ogive It is a graph obtained by plotting class limits on X-axis and
cumulative frequencies on Y-axis. It may be „less than or
more than ogives‟. It is good for locating median and also
reading data between lines.
7. Lorenz curve It is a line used to compare the proportionality in two
quantitative variables. It is used to show the degree by
which income is distributed among families.
8. Pie Charts It is component parts chart from segments of the circle. It is
usually a percentage chart and data are converted to
percentage of the total and segments. So it gives a clear
picture of the relationship among the component parts.
9. Pictograms It is a variation of the bar chart. Its values are represented
by identical symbol of pictures. Each one representing a

160
 fixed size of the variable. The appropriate symbols are used
here.
Sources:
https://www.cusb.ac.in/images/cusbfiles/2020/el/cbs/MCCOM2003C04%20(Business
%20Research%20Methods)Research_Methodology_C_R_Kothari.pdf

4.2.1 Gender Profile

Table 4.8
Gender Profile of the Employees
Gender Count Column N %
Male 319 63.4%
Female 184 36.6%
Sources: Primary data

Out of total 503 employees Work-Life balance studied, 63.4 percent are males and
36.6 percent are females. As IT industry, is service industry, the contribution of both
male and female employees is spectacular. They represent the working force
employed in the industry. Sector is not male dominated. Female employees are also in
good numbers employed. But as compared to men, female is less as for them
managing family and work is quite difficult. In western countries, there is provision
for childcare for female employees, so rate of their work participation is quite high. In
Thane, district, the females are more expected to look after their families and children.
So the rate of participation of females in work is less.

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 Diagram No. 4.1
Gender Profile

Gender of the Employees

Male Female

37%

63%

Sources: Table No. 4.8

4.2.2 Age Profile

Table 4.9
Age Profile
Age Count %
25 and less 66 13.1%
26 to 35 255 50.7%
36 to 45 113 22.5%
More than 45 69 13.7%
Sources: Primary data

Diagram No. 4.2

Age of the Employee

Age of the Employees

More than 45 25 and less
14% 13%

36 to 45
22% 26 to 35
51%

Sources: Table No. 4.9

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Out of total 503 employees, maximum percent belonged between the age group 26 to
35; they constituted 50.7 percent, above the average numbers. 22.5 percent belonged
between the age group 36 to 45. And 13.7 percent were from age group above 45
years and 13.1 percent were fresh recruited and were below age of 25.

4.2.3 Total Experience

Table No. 4.10
Experience Profile
Experience Count %
5 and less 195 38.6%
6 to 10 178 35.5%
More than 10 130 25.9%
Sources: Primary data

Diagram No. 4.3

Experience Profile

More
than 10
26% 5 and less
39%

6 to 10
35%

Sources: Table No. 4.10

Out of 503 employees, 38.6 percent are foundhaving experience for less than five
years and represent the fresh lot who joined industry. 35.5 percent employees are
foundhaving experience between 6 to 10 years. Whereas 25.9 percent employees are
found having experience more than 10 years in the industry. The more experience, the

163
more is ability to maintain balance Work-Life balance as over the years, employees
learn to manage their personal life, family life and also their work.

4.2.4 Marital Status:

Table No. 4.11
Marital Status Profile
Marital Status Count %
Single 278 55.3%
Married 225 44.7%
Sources: Primary data
Diagram No. 4.4
Marital Status

Married
45%
Single
55%

Sources: Table No. 4.11

Out of 503 employees interviewed, 55.3 percent are unmarried have status of
bachelors whereas 44.7 are found married. Marital status plays an important role in
understanding Work-Life balance, as married ones face more challenge to bring
balance between work and life. Whereas bachelors do not face this situation. They do
not have family responsibilities and demand; they are not into much conflict. Being a
bachelor, an employees can spare more times in work, they can work for many hours,
so it is quite easy for them to give more attention to their jobs. But being into family,
especially for females, it is quite difficult to manage work and life at the same time.
IT industry has more young people so the growth of industry is observed good.

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4.2.5 Family Type:
Table No. 4.12
Classification based on Family Type

Family Type Count %

Nuclear 238 47.3%
Joint 265 52.7%
Sources: Primary data
Diagram No. 4.5
Family Type

Nuclear
Joint 47%
53%

Sources: Table No. 4.12

Big families have more responsibilities towards inter-personal relationships and it is
very challenging to keep relations strong and conflict free while managing jobs. In the
study, it was found that nearly 53 percent employees belonged to the joint family and
wish to keep WL balance appropriate. Whereas, itis not so concerning for 47 percent
employees, who are having nuclear families. It can be understood that the employees
falling under joint families are supposed to manage their work and life to avoid intra
and inter- conflicts. They are not only abided by the rules and regulations of the
organization, but also by the bonds of family and their expectations. It is very obvious
that, they have to manage it all the time.
Size of the family matter when there is a question about Work-Life balance. The
small families have limited responsibilities than the joint families. Therefore, intra
and inter-conflicts are less in nuclear families. There are fewer adjustments and so the

165
balance between work and life can be well maintainedt. But, in case of joint families,
it is not so easy and especially in case of women employees as they have to manage
family life too with utmost care and love.

4.2.6 Annual Income:

Table No. 4.13
Classification based on Annual Income
Income Count %
Upto 2.5 lacks 105 20.9%
2.5 to 5 lacks 137 27.2%
5 to 10 lacks 119 23.7%
10 to 15 lacks 67 13.3%
More than 15 lacks 75 14.9%
Sources: Primary data
Diagram No. 4.6
Family Income

Family Income
Count

105 137 119 67 75

Upto 2.5 lacks 2.5 to 5 lacks 5 to 10 lacks 10 to 15 lacks More than 15 lacks

Sources: Table No. 4.13

In balancing work and life, income plays an important role as it has an economic,
social and psychological impact on the individuals. Better income, may result in

166
satisfied life as one can fulfill his and family desires easily and can have a good
standard of living. It also makes them to get motivate and work much for their
company as they are financially delighted. It is observed that 20.9 percent employees
have annual income less than 2.5 lacs, they may be newly recruited with no or less
experienced. 27.2 percent have annual income between 2.5 to 5 lacs. 23.7 percent
have annual income between 5 to 10 lacs. 13.3 percent are falling in the income group
between 10 lacs to 15 lacs and remaining 14.9 percent are having income more than
15 lacs annually. Salary and income, is one of the most determining factors in Work-
Life balance. Well paid employees can spend for family need and can also keep good
standard of living. So, there are less chances of stress creation due to less income.

4.2.7 Work-Life balance Statements:

Life is a something which is always to be balanced when it is committed to our loved
ones, work place, friends and the most important with „one self‟. It should never
happen that while working and doing jobs, we forget ourselves, our family duties and
of course society. It is always a act to one has to play role in, self-management is one
of the demanding attributes while balancing work and life. The one who is happy with
self and with family can only contribute at his workplace.
Following are the statements which show how one can manage self and family while
giving commitment in job as well.

4.3 STATEMENTS RELATED WORK-LIFE BALANCE

Statements:
S-1 : I always like to do something new and challenging
S-2 : I like to Influence others
S-3 : I always like to working group whom I know more.
S-4 : I always like to help others
S-5 : I prefer to work independently than that of groups
S-6 : I like to be appreciated and awarded on my performance.
S-7 : I like to work in leadership and Administrative capacity
S-8 : I am open to Share feelings and emotions with others.
S-9 : I want to be a part of significant decisions

167
Table No. 4.14
Descriptive statistics of statements related to WORK-LIFE BALANCE - I
1.00 2.00 3.00 4.00 5.00
Count % Count % Count % Count % Count %
S-1 14 2.8% 29 5.8% 151 30.0% 142 28.2% 167 33.2%
S-2 15 3.0% 27 5.4% 152 30.2% 157 31.2% 152 30.2%
S-3 11 2.2% 45 8.9% 164 32.6% 164 32.6% 119 23.7%
S-4 20 4.0% 33 6.6% 159 31.6% 181 36.0% 110 21.9%
S-5 18 3.6% 47 9.3% 177 35.2% 171 34.0% 90 17.9%
S-6 16 3.2% 49 9.7% 180 35.8% 138 27.4% 120 23.9%
S-7 11 2.2% 35 7.0% 169 33.6% 148 29.4% 140 27.8%
S-8 8 1.6% 41 8.2% 157 31.2% 140 27.8% 157 31.2%
S-9 10 2.0% 37 7.4% 163 32.4% 179 35.6% 114 22.7%
Source: Primary Data
4.3.1 I always like to do something new and challenging
Table No. 4.14.1
Doing New and Challenging Job
Scale Frequency Percentage
Not at all 14 2.8
Rarely 29 5.8
Sometimes 151 30
Frequently 142 28.2
always 167 33.2
Sources: Primary data

168
 Diagram No. 4.7
Doing New and Challenging Job

Frequency Percentage
167
151
142

29 30 28.2 33.2
14
2.8 5.8

Not at all Rarely Sometimes Frequently always

Sources: Table No. 4.14.1

Out of 503 respondents, 2.8% mentioned „not at all‟. 5.8% mentioned „rarely „, 30. %
mentioned „Sometimes „, 28.2percent mentioned „Frequently‟, and 33.2percent
mentioned „always‟ to the statement „I always like to do something new and
challenging. It clearly shows that good numbers of employees are able to do
something new and challenging due to their ability in maintaining proper Work-Life
balance. It is observed that the employees having motivation through‟ motivation
factors‟ do challenge jobs and show high satisfaction level. They are not comfortable
with hygiene factors but they also chase for recognitions, appreciation, responsibilities
and achievements.
4.3.2 I like to Influence others
Table No. 4.14.2
Classification based on influencing others
Scale Frequency Percentage
Not at all 15 3
Rarely 27 5.4
Sometimes 152 30.2
Frequently 157 31.2
always 152 30.2
Sources: Primary data

169
 Diagram No. 4.8
Influencing Others

Percentage Frequency

30.2
always
152

31.2
Frequently
157

30.2
Sometimes
152

5.4
Rarely
27

3
Not at all
15

Sources: Table No. 4.14.2

Out of 503 respondents, 30.0% mentioned „not at all.‟ 5.4% mentioned „rarely „,
30.2% mentioned „Sometimes „, 31.2percent mentioned „Frequently‟, and 30.2percent
mentioned „always to the statement „I like to Influence others. So, it is observed that
except 35.4 percent of the employees, rest are able to influence others in some or
other ways. One can only influence others when he or she is self-motivated and keep
high morale towards one‟s duties and responsibilities. Such kind of people can
become good leaders or play the role of mentor‟s or God-fathers for their
subordinates. They show apathetic attitude towards others feelings and are able to win
them. When employees are able to influence their colleagues and friends, it shows
their motivated and healthy state of mind and also indicates that they do carry high
morale. Work diversity and difference in work attitude is always found in the
organisation. But if the employees are able to work in the same direction proving
unity of direction, there is influence observed which is interdependent. And this kind
of positive influence helps in creating strong work culture in the organization.

170
4.3.3 I always like to working in group whom I know more.
Table No. 4.14.3
Classification based on Working in Group
Scale Frequency Percentage
Not at all 11 2.2
Rarely 45 8.9
Sometimes 164 32.6
Frequently 164 32.6
always 119 23.7
Sources: Primary data

Diagram No. 4.9

Working in Group

Frequency Percentage

32.6 32.6
164 164
23.7
119
8.9
45
2.2
11
Not at all Rarely Sometimes Frequently always

Sources: Table No. 4.14.3

Out of 503 respondents, 2.2% mentioned „not at all.‟ 8.9% mentioned „rarely „, 32.6%
mentioned „Sometimes „, 32.6percent mentioned „Frequently‟, and 23.7percent
mentioned „always to the statement „I always like to working in group whom I know
more‟. It clearly shows that more than 87 percent of employees mentioned that they
are able to work in group knowing each other. Here the importance of group
dynamics and team work is well understood. The people having high morale do
always have good synergy at work and understand the meaning and value of team
work. It results in successful projects. When one is able to work with others without
conflicts and problems, are said to have high morale.

171
4.3.4 I always like to help others
Table No. 4.14.4
Classification based on helping others
Scale Frequency Percentage
Not at all 20 4
Rarely 33 6.6
Sometimes 159 31.6
Frequently 181 36
always 110 21.9
Sources: Primary data
Diagram No. 4.10
Like to Help Others

181
200
159

150
110

100
33 31.6 36
50 20 21.9
4 6.6
0
Not at all Rarely Sometimes Frequently always

Frequency Percentage

Sources:Table No. 4.14.4

Out of 503 respondents, 4.0% mentioned „not at all.‟ 6.6% mentioned „rarely „, 31.6%
mentioned „Sometimes „, 36.0percent mentioned „Frequently‟, and 21.9percent
mentioned „always to the statement „I always like to help others. It is found that up to
90 percent employees expressed their tendency, to help each other during
occupational or personal problems. They are tied up informally in groups and seek
help during emergencies or problems. Until one is having good Work-Life balance, he
or she can never be able to help others and stand by needy one. Mutual help shows
that employees are satisfied and do have trust on each other.

172
4.3.5 I prefer to work independently than that of groups
Table No. 4.14.5
Classification based on preference for working independently
Scale Frequency Percentage
Not at all 18 3.6
Rarely 47 9.3
Sometimes 177 35.2
Frequently 171 34
always 90 17.9
Sources: Primary data
Diagram No. 4.11
Working Independently

Percentage Frequency

always 17.9
90
Frequently 34
171
Sometimes 35.2
177
Rarely 9.3
47
Not at all 3.6
18

Sources: Table No. 4.14.5

Out of 503 respondents, 3.6% mentioned „not at all.‟ 9.3% mentioned „rarely „, 35.2%
mentioned „Sometimes „, 34.0percent mentioned „Frequently‟, and 17.9percent
mentioned „always to the statement „I prefer to work independently than that of
groups. It is found that many employees are able to work independently and can work
at own responsibility. It again shows high morale and self-confidence among
employees. As they are qualified, they are able to show their abilities and initiative
towards something new. Self-initiative is a sign of high morale and self-dignity.
Employees doing their duties without told are fall under Y theory of motivation. They
are creative, smart and enthusiastic to carry their work independently.

173
4.3.6 I like to be appreciated and awarded on my performance.
Table No. 4.14.6
Like to be appreciated
Scale Frequency Percentage
Not at all 16 3.2
Rarely 49 9.7
Sometimes 180 35.8
Frequently 138 27.4
always 120 23.9
Sources: Primary data
Diagram No. 4.12
Like to get appreciated and awarded

Frequency Percentage

always 120 23.9

Frequently 138 27.4

Sometimes 180 35.8

Rarely 49 9.7

Not at all 16 3.2

Sources: Table No. 4.14.6

Out of 503 respondents, 3.2% mentioned „not at all.‟ 9.7% mentioned „rarely „, 35.8%
mentioned „Sometimes „, 27.4percent mentioned „Frequently‟, and 23.9percent
mentioned „always to the statement „I like to be appreciated and awarded on my
performance. Nearly 90 percent of the employees mentioned that they get motivation
on appreciation of their performance. It is true that only monetary factors cannot
motivate employees, for actually non- monetary factors play an important role as a
word of praise, appreciation and adulations makes employees to work for better cause.
Employees try to be more productive, enhance their abilities and performance to the
best level to receive more appreciation, awards and attention the management.
Ultimately motivation plays an important role in raising morale of employees.

174
4.3.7 I like to work in leadership and administrative capacity

Table No. 4.14.7

Descriptive statistics of leadership and administrative capacity
Scale Frequency Percentage
Not at all 11 2.2
Rarely 35 7
Sometimes 169 33.6
Frequently 148 29.4
always 140 27.8
Sources: Primary data
Diagram No. 4.13
Working in Leadership and Administrative Capacity

Frequency Percentage

2.2 7 33.6 29.4 27.8

11 35 169 148 140

Not at all Rarely Sometimes Frequently always

Sources: Table No. 4.14.7

Out of 503 respondents, 2.2% mentioned „not at all.‟ 7.0% mentioned „rarely „, 33.6%
mentioned „Sometimes „, 29.4percent mentioned „Frequently‟, and 27.8percent
mentioned „always to the statement „I like to work in leadership and Administrative
capacity‟. Looking into motivating factors under Herzberg theory, employees are
asked about their leadership and initiatives in the organization. Nearly 57 percent
employees mentioned that they are motivated to work in leadership and administrative
capacity. Leaders created by the organization, always shows the best work culture and
appropriate policies undertaken. So transformational leadership is observed over here.

175
4.3.8 I am open to Share feelings and emotions with others.

Table No. 4.14.8

Openness to Share feelings and emotions with others
Scale Frequency Percentage
Not at all 8 1.6
Rarely 41 8.2
Sometimes 157 31.2
Frequently 140 27.8
always 157 31.2
Sources: Primary data

Out of 503 respondents, 1.6% mentioned „not at all.‟ 8.2% mentioned „rarely „,
31.2%mentioned „Sometimes‟,27.8percent mentioned „Frequently‟, and 31.2percent
mentioned „always‟ to the statement „I am open to Share feelings and emotions with
others. Being human, we keep social interaction and express our feelings with our
colleagues and peer groups. On asking about it, nearly 59 percent employees
expressed that they share their feeling with others to get relieved and feel relaxed.
Therefore, informal organisation needs to be developed in the organisation where
employees can share their feelings and create confidence with the help of each other.
It not only helps in work activities but also makes them emotionally strong. It shows
that the human values are in action and they care each other during their need and
contingencies happened. Emotional support is one of the most important dimensions
in the Work-Life balance. It makes employees proactive and happy.

176
 Diagram No. 4.14
Open to Share Feelings and Emotions

Frequency Percentage

157 157

140

41
31.2 31.2
27.8

8 8.2
1.6

Not at all Rarely Sometimes Frequently always

Sources:Table. No 4.14.8

4.3.9 I want to be a part of significant decisions

Table No. 4.14.9
“Part of significant decisions”
Scale Frequency Percentage
Not at all 10 2
Rarely 37 7.4
Sometimes 163 32.4
Frequently 179 35.6
always 114 22.7
Sources: Primary data

177
 Diagram No. 4.15
Part of significant decisions

22.7
always
114

35.6
Frequently
179

32.4
Sometimes
163

7.4
Rarely
37

2
Not at all
10

0 20 40 60 80 100 120 140 160 180 200

Percentage Frequency

Sources: Table 4.14.9

Out of 503 respondents, 2.0% mentioned „not at all.‟ 7.4%mentioned „rarely „,
32.4%mentioned „Sometimes„,35.6percent mentioned „Frequently‟, and 22.7percent
mentioned „always to the statement „I want to be a part of significant decisions.
Employee participation is one of the most important aspects of organization growth.
Employees do not only feel good being a part of an organizational decision but also
contribute their best ideas for the benefit of an organisation.Highly motivated and
committed employees always are always willing to participate in the decision making
and prefer to give good advices and suggestions to the organization. Participative
management always helps organization to arrive at the best conclusion and decision
making when related to the specific problems.
4.4 Statements Related To Work-Life balance -2
S-1: I get personal time to do regular exercise, meditation and Yoga every day.
S- 2: I am able to fulfil all financial requirements of my family.
S-3: I get enough leisure time to spend with my family and friends whenever required.
S-4: I could attend school functions and meetings of children as per their wish.
S-5: I am allowed contacting my family/friend during working hours if required.
S-6 : Organization strictly follows schedule as per the standard and defined HR
policies.

178
S-7: I meet the expectations of my colleagues and work mates.
S-8: I am left out with good energy level at the end of the working day.
S-9: My organization has policy which allows me to participate in community
activities and religious commitments.
S- 10: There is always a team which works on a project so that work will not stop in
my absence also.
S- 11: I get enough holidays to spend time with my family.
S-12: I am stressed due to handling more than one project at time.
S- 13: I love to do the kind of work I do, without any stress.
S-14: I am satisfied with my salary, pay and perks and working hours.
S-15: The organization provides pleasant working conditions.
S- 16: I enjoy my privileges I am offered by the organization.
S-17: The organization always support in all respect whenever needed.
S-18: I am clearly informed about the job profile and objective in job.
S- 19: I get compensated form extra efforts in the organization besides my regular
jobs.
S- 20: Organization has policies for promotion which are based on performance.
S- 21: I am satisfied with my family life.
S-22: I am provided with medical facility at work place.
S- 23: Company provides medical insurance to take care of health related issues of me
and my family.
S- 24: My organization takes care of admissions of my children in case of change of
location of my job due to any reason.
S- 25: My organization takes care of my family in case I am on project out of the
country.
S- 26: My organization provides national and international holiday facilities to take
care of family holidays.
S- 27: My organization is providing counseling services to take care of job stress.
S- 28: My organization provides physical exercise facility to take care of my physical
health.

179
 Table No. 4.15
Descriptive statistics on Statements related to WORK-LIFE BALANCE - II
SD D NAND A SA
Count % Count % Count % Count % Count %
S-1 34 6.8% 112 22.3% 181 36.0% 118 23.5% 58 11.5%
S-2 35 7.0% 81 16.1% 194 38.6% 151 30.0% 42 8.3%
S-3 114 22.7% 113 22.5% 183 36.4% 79 15.7% 14 2.8%
S-4 49 9.7% 73 14.5% 160 31.8% 132 26.2% 89 17.7%
S-5 33 6.6% 69 13.7% 171 34.0% 141 28.0% 89 17.7%
S-6 57 11.3% 104 20.7% 191 38.0% 114 22.7% 37 7.4%
S-7 68 13.5% 93 18.5% 181 36.0% 119 23.7% 42 8.3%
S-8 52 10.3% 80 15.9% 178 35.4% 140 27.8% 53 10.5%
S-9 48 9.5% 64 12.7% 173 34.4% 153 30.4% 65 12.9%
S-10 36 7.2% 77 15.3% 169 33.6% 133 26.4% 88 17.5%
S-11 39 7.8% 56 11.1% 175 34.8% 144 28.6% 89 17.7%
S-12 49 9.7% 88 17.5% 199 39.6% 123 24.5% 44 8.7%
S-13 45 8.9% 100 19.9% 173 34.4% 137 27.2% 48 9.5%
S-14 58 11.5% 89 17.7% 184 36.6% 129 25.6% 43 8.5%
S-15 24 4.8% 70 13.9% 159 31.6% 143 28.4% 107 21.3%
S-16 53 10.5% 98 19.5% 174 34.6% 134 26.6% 44 8.7%
S-17 44 8.7% 69 13.7% 201 40.0% 137 27.2% 52 10.3%
S-18 107 21.3% 116 23.1% 167 33.2% 90 17.9% 23 4.6%
S-19 26 5.2% 68 13.5% 166 33.0% 160 31.8% 83 16.5%
S-20 21 4.2% 67 13.3% 163 32.4% 171 34.0% 81 16.1%
S-21 27 5.4% 67 13.3% 183 36.4% 153 30.4% 73 14.5%
S-22 44 8.7% 84 16.7% 189 37.6% 144 28.6% 42 8.3%
S-23 51 10.1% 93 18.5% 190 37.8% 130 25.8% 39 7.8%
S-24 59 11.7% 106 21.1% 203 40.4% 111 22.1% 24 4.8%
S-25 39 7.8% 59 11.7% 170 33.8% 139 27.6% 96 19.1%
S-26 22 4.4% 39 7.8% 151 30.0% 178 35.4% 113 22.5%
S-27 22 4.4% 57 11.3% 159 31.6% 180 35.8% 85 16.9%
S-28 69 13.7% 104 20.7% 172 34.2% 116 23.1% 42 8.3%

180
Source: Primary Data
The above table shows the summary of all the statements showing linker scale used. It
shows percentage where employees are strongly disagreed, disagree, neutral, agree or
disagrees to the particular statement related to their work- life balance. Many
statements are asked to the employees regarding their work and life related problems
and answers are expected to be received within the asked scales. The following is the
elaborative explanations of the findings.
4.4.1 I get personal time to do regular exercise, meditation and Yoga every day.

Table No. 4.15.1

Classification based on getting personal time to exercise
Scale Frequency Percentage
Strongly Disagree 34 6.8
disagree 112 22.3
Neutral 181 36
Agree 118 23.5
Strongly agree 58 11.5
Sources: Primary data

Diagram No. 4.16

Get personal time to exercise
Strongly
Disagree, 34

Strongly
agree, 58

disagree, 112
Agree, 118

Neutral, 181

Sources: Table No. 4.15.1

181
Out of 503 respondents, 6.8% mentioned „strongly disagree‟. 22.3% mentioned
„disagree „, 36.0% mentioned „not agree not disagree „, 23.5percent mentioned
„agree‟, and 11.5percent mentioned „strongly agree on the statement „I get personal
time to do regular exercise, meditation and Yoga every day.
It shows that nearly 36 percent of employees did not opt to answer as they are not able
understand if they are able to give time to themselves or not. Only near to average of
respondents mentioned that they get time for exercise, yoga to keep them fit and fine.
Regular exercise, increases heart rate and keeps body physically active, body get
recovered with energy to work more. It also helps in getting sound sleep, which in
turn again helps in removing fatigue-ness and tiredness. The exercise helps in
increasing concentration power of the employees. Good exercise also improves
mental well-being by minimizing conflicts within the organisation.

1.4.2 4.4.2 I am able to fulfill all financial requirements of my family.

Table No. 4.15.2
Fulfilling Financial Requirement
Scale Frequency Percentage
Strongly Disagree 35 7
Disagree 81 16.1
Neutral 194 38.6
Agree 151 30
Strongly Agree 42 8.3
Sources: Primary data

Out of 503 respondents, 7.0% mentioned „strongly disagree‟. 16.1% mentioned

„disagree „, 38.6% mentioned „not agree not disagree „, 30.0percent mentioned
„agree‟, and 8.3percent mentioned „strongly agree „on the statement „I am able to
fulfil all financial requirements of my family‟. It shows that only near to 40 percent of
the of respondents expressed that they are able to fulfil their and financial requirement
by devoting their maximum time at job. Everyone gets employed for financial need
only. And therefore, if they are able to have good financial position, they are able to
balance their work and life in the well manner. But if they are not sound financially, it

182
results in stress and conflicts. The financial need to be satisfied depends not only the
income but also the level savings employees have.

Diagram No. 4.17

Fulfilling Financial Requirement
Strongly
Disagree
7%
Strongly
Agree
8%
Disagree
16%

Agree
30%

Neutral
39%

Sources: Table No. 4.15.2

4.4.3 I get enough leisure time to spend with my family and friends whenever
required.
Table No. 4.15.3
Classification based on Getting Leisure Time

Scale Frequency Percentage

Strongly disagree 114 22.7

Disagree 113 22.5
Neutral 183 36.4
Agree 79 15.7
Strongly Agree 14 2.8

Sources: Primary data

183
Diagram No. 4.18
Get Leisure Time
Strongly Agree
3%

Agree
16%
Strongly disagree
23%

Disagree
Neutral 22%
36%

Sources: Table No. 4.15.3

Out of 503 respondents, 22.7% mentioned „strongly disagree‟. 22.5% mentioned

„disagree „, 36.4% mentioned „not agree not disagree „, 15.7percent mentioned
„agree‟, and 2.8percent mentioned „strongly agree „on the statement „I get enough
leisure time to spent with my family and friends whenever required‟. It is surprising to
see that only 18.5 percent agreed to have time to spend with their family and enjoy
leisure. Whereas nearly forty five percent mentioned that they do not get time for their
families and are unable to find any leisure due to work pressure and over time. It
clearly shows that working in IT sector is more hectic and compromising.

4.4.4 I could attend school functions and meetings of children as per their wish.
Table No. 4.15.4
Classification based on attending school functions
Scale Frequency Percentage
Strongly Disagree 49 9.7
Disagree 73 14.5

184
 Neutral 160 31.8
Agree 132 26.2
Strongly Agree 89 17.7
Sources: Primary data

Diagram No. 4.19

Attend School Functions

Chart Title
Frequency Percentage

160
132
73 89
49 31.8
9.7 14.5 26.2 17.7
Strongly Disagree Neutral Agree Strongly Agree
Disagree

Sources: Table. No. 4.15.4

Out of 503 respondents, 9.7% mentioned „strongly disagree‟. 14.5% mentioned

„disagree „, 31.8% mentioned „not agree not disagree „, 26.2percent mentioned
„agree‟, and 17.7percent mentioned „strongly agree „on the statement „I could attend
school functions and meetings of children as per their wish‟. It is found that only 43.9
percent of respondents get time to attend their school children and functions on
regular basis. Whereas 24.2 percent mentioned that they do not get time to attend any
kind of functions of their children. They are not able to make this balance. It is one of
the factors which can create conflicts at home. Either father or a mother is expected
give time for their children annual function, open day and parent meeting. In case they
fail to do it, there is a negative impact on their parenthood and also on children.
4.4.5 I am allowed contacting my family/friend during working hours if required.
Table No. 4.15.5
Classification based on Allowing contacts during working hours
Scale Frequency Percentage
Strongly Disagree 33 6.6
Disagree 69 13.7

185
 Neutral 171 34
Agree 141 28
Strongly Agree 89 17.7
Sources: Primary data

Out of 503 respondents, 6.6% mentioned „strongly disagree‟. 13.7% mentioned

„disagree „, 34.0% mentioned „not agree not disagree „, 28.0percent mentioned
„agree‟, and 17.7percent mentioned „strongly agree „on the statement „I am allowed to
contact my family/ friend during working hours if required‟. It was found that 20.3
percent of respondents do not get time to meet or contact their families during their
work time. Whereas 45.7 percent agreed that they manage to contact their family
members and friend during their working hours. If organization follows more formal
organization and restrictions on communication, employees feel uneasy and
uncomfortable. Whereas if there is liberty of communication, they can communicate
with their friends, family during emergencies while working. It also keep employees
mentally strong. Because mode of communication, helps them to adjust their
schedules and be available to the families in case of emergencies and contingencies.
Diagram No. 4.20
Allowing contacts during working hours

Strongly
Disagree
6%
Strongly Agree Disagree
18% 14%

Agree
28%
Neutral
34%

Sources: Table No. 4.15.5

186
Restriction over personal choices and personal needs not only breaks trust of
employees on the organization but also affects their work commitments and
family/friends support being unavailable to them due to work pressure and
restrictions.

4.4.6 Organization strictly follows schedule as per the standard and defined HR
policies.
Table No. 4.15.6
Classification based on Schedules as per standards
Scale Frequency Percentage

Strongly Disagree 57 11.3

Disagree 104 20.7

Neutral 191 38
Agree 114 22.7

Strongly Agree 37 7.4

Sources: Primary data

Diagram No. 4.21

Schedules as per standards

Frequency Percentage

191

114
104

57
38 37
20.7 22.7
11.3 7.4

Strongly Disagree Disagree Neutral Agree Strongly Agree

Sources: Table No. 4.15.6

Out of 503 respondents, 11.3% mentioned „strongly disagree‟. 20.7% mentioned
„disagree „, 38.0% mentioned „not agree not disagree „, 22.7percent mentioned

187
„agree‟, and 7.4percent mentioned „strongly agree „on the statement „Organization
strictly follows schedule as per the standard and defined HR policies. It is found that
organisation has some schedule and standards along with defined policies. Nearly 30
percent of respondents mentioned that organization does not have standard timing and
scheduling and clearly defined HR policies. Whereas nearly percentage of employees
agreed on the statement. And 38 percent did not reply on either agree or disagree side
and preferred to be neutral. Many a times, controlling is must for the good co-
ordination at the work place. To get desired results and standard work from the
employees, controlling is most needed but it should not be punitive in nature but
considerate.

4.4.7 I meet the expectations of my colleagues and work mates.

Table No. 4.15.7
Classification based on Meeting expectations of colleagues
TABLE NO.
Scale Frequency Percentage
Strongly Disagree 68 13.5
Disagree 93 18.5
Neutral 181 36
Agree 119 23.7
Strongly Agree 42 8.3
Sources: Primary data
Out of 503 respondents, 13.5% mentioned „strongly disagree‟. 18.5% mentioned
„disagree „, 36.0% mentioned „not agree not disagree „, 23.7percent mentioned
„agree‟, and 8.3 percent mentioned „strongly agree „on the statement „I meet the
expectations of my colleagues and workmates. It is understood that 34 percent are
able to meet the expectations of their colleagues and workmates at job place and could
cooperate and coordinate with them. 32 percent did not agree on this statement. They
could never meet expectations of co-workers. It shows that they are either pressurized
with assigned work or extra assignments.

188
Diagram No. 4.22
Meeting expectations of colleagues
250

200 36

150
23.7

100 18.5
181
13.5
119
50 93 8.3
68
42
0
Strongly Disagree Neutral Agree Strongly Agree
Disagree

Frequency Percentage

Sources: Table No. 4.15.7

It obvious that at the work place, each one has expectations from the fellow
colleagues sometimes. It creates sense of bonding among them and also builds trust
for each other. Family type environment is created in the organisation and there is
healthy work culture is developed. Meeting each other‟s expectations, need
consideration, base of human values and readiness to stand with someone who is
need.
4.4.8 I am left out with good energy level at the end of the working day.
Table No. 4.15.8
Classification based on Good energy at the end of working day
Scale Frequency Percentage
Strongly Disagree 52 10.3
Disagree 80 15.9
Neutral 178 35.4
Agree 140 27.8
Strongly Agree 53 10.5
Sources: Primary data

189
Diagram No. 4.23
Good energy at the end of working day

Strongly Strongly
Agree Disagree
11% 10%

Disagree
16%

Agree
28%

Neutral
35%

Sources: Table No. 4.15.8

Out of 503 respondents, 10.3% mentioned „strongly disagree‟. 15.9% mentioned

„disagree „, 35.4% mentioned „not agree not disagree „, 27.8percent mentioned
„agree‟, and 10.5percent mentioned „strongly agree „on the statement „I am left out
with good energy level at the end of the working day‟. It is found that only average
number of respondents mentioned that they could retain their energy even after
reaching home. They get less exhausted and can stand with good energy and freshness
at the end of the day. Whereas 26.2 percent feel that they feel exhausted and cannot
retain energy at the end of the day.
Too work makes employees tired and at the same time, stressful environment makes
them mentally fatigued. Both are not good. When employees reach home and they are
exhausted, it affects family life. Though they do not want to behave inappropriately,
they, according to the situation behave .

190
4.4.9 My organization has policy which allows me to participate in community
activities and religious commitments.
Table No. 4.15.9
Classification based on Participation in community and religious commitments
Scale Frequency Percentage
Strongly Disagree 48 9.5
Disagree 64 12.7
Neutral 173 34.4
Agree 153 30.4
Strongly Agree 65 12.9
Sources: Primary data

Diagram No. 4.24

Participation in community and religious commitments

Frequency Percentage

9.5 12.7 34.4 30.4 12.9

48 64 173 153 65

Strongly Disagree Disagree Neutral Agree Strongly Agree

Sources: Table No. 4.15.9

Out of 503 respondents, 9.5% mentioned „strongly disagree‟. 12.7% mentioned

„disagree‟, 34.4% mentioned „not agree not disagree‟, 30.4percent mentioned „agree‟,
and 12.9percent mentioned „strongly agree on the statement „my organizations have
policy with allows me to participate in community activities and religion
commitments. It is found than nearly 43.1 of respondents feel that organizational

191
policy provides them time to attend community activities and religious ceremony.
They can attend rituals and feel glad being a part of community service. Whereas 22.2
percent feel that they cannot get time to attend such functions and activities. So, there
is observed imbalance between work and life.
A man is a social animal and so he needs to be in community programme and get
together all the time. Many a times, they want to be a part of religious ceremonies. If
they have good Work-Life balance, they are able to participate in such activities.

4.4.10 There is always a team which works on a project so that work will not stop
in my absence also.
Table No. 4.15.10
Classification based on Team work in my absence
Scale Frequency Percentage
Strongly Disagree 36 7.2
Disagree 77 15.3
Neutral 169 33.6
Agree 133 26.4
Strongly agree 88 17.5
Sources: Primary data

Diagram No. 4.25

Team work in my absence
Strongly
Disagree
7%

Strongly agree
Disagree
18%
15%

Agree
26%
Neutral
34%

Sources: Table No. 4.15.10

192
Out of 503 respondents, 7.2% mentioned „strongly disagree‟.15.3% mentioned
„disagree „,33.6% mentioned „not agree not disagree „, 26.4percent mentioned „agree‟,
and 17.5percent mentioned „strongly agree „on the statement. „There is always a team
which works on a project so that work will be non-stop in my absence also.‟ It was
known that the team work also affect Work-Life balance. Nearly 44 percent of
respondents agreed that they are not worried about their work if they are not present at
work place as the team could carry out it with work synergy and there is no worry
related to project completion. Whereas 22.5 percent of respondents mentioned that
they needed to be present over there to see if work is being done. Out of all 33.6
percent were neutral on the statement.This is only possible when there is good
relationship among the employees. They co-operate each other during undue
incidence.

4.4.11 I get enough holidays to spend time with my family.

Table No. 4.15.11
Classification based on Get enough holiday‟s for family
Scale Frequency Percentage
Strongly Disagree 39 7.8
Disagree 56 11.1
Neutral 175 34.8
Agree 144 26.6
Strongly agree 89 17.7
Sources: Primary data

Diagram No. 4.26

Get enough holiday‟s for family
Strongly agree Strongly
18% Disagree Disagree
11% 8%

Agree
28%
Neutral
35%

Sources: Primary Data

193
Out of 503 respondents, 7.8% mentioned „strongly disagree‟.11.1% mentioned
„disagree „, 34.8% mentioned „not agree not disagree „, 28.6percent mentioned
„agree‟, and 17.7percent mentioned „strongly agree „on the statement „I get enough
holidays to spend time with my family. It was explored that only 46.3 of respondents
get time to spend with their families as they balance their work and life. Whereas 18.9
percent cannot get holidays to spend time with their family. The different may be due
to different policies of the different organization. Numerous studies have shown that
job stress has created from regular and tiring work affects organizational productivity
more. Therefore, vacation and holidays are needed to get recover from such a stress.
Along with government holidays, organization should be a provision for vacations for
employees so that when they are back, they are happier and full of energy to give their
best in the performance. Even though vacations are short-termed, those create
permanent and long-term impact on the employees. Right vacation policy, ensures
employees get recover from work and preserve long term work-ability.

4.4.12 I am stressed due to handling more than one project at time.

Table No. 4.15.12
Classification based on Stress due to project handling
Scale Frequency Percentage
Strongly Disagree 49 9.7
Disagree 88 17.5
Neutral 199 39.6
Agree 123 24.5
Strongly Agree 44 8.7
Sources: Primary data

194
Diagram No. 4.27
Stress due to project handling

Percentage Frequency

8.7
Strongly Agree
44

24.5
Agree
123

39.6
Neutral
199

17.5
Disgree
88

9.7
Strongly Disagree
49

Sources: Table No. 4.15.12

Out of 503 respondents,9.7% mentioned „strongly disagree‟.17.5% mentioned

„disagree „, 39.6% mentioned „not agree not disagree „, 24.5percent mentioned
„agree‟, and 8.7percent mentioned „strongly agree „on the statement „I am stressed due
to handling more than one project at a time. It was observed that nearly 33.2 percent
of respondents feel stressed due to more than one project handling and more workload
given. On the other hand, 27.2 percent mentioned that they do not feel stressed and
are able to manage more than one project at a time. Nearly forty percent of employees
gave neutral response. It clearly shows that those who could handle stress are able to
maintain balance between work and life and others are failed to keep that balance.
Stress takes toll on the health of the employees. Demand for more hours, no rest, tight
deadlines, ever increasing work demand makes employees mentally stressed and
worried, drained and many a times burn out. It affects job satisfaction and regular life
of the employees. This is common in IT sector. There is increasing demand for
Technological application and administrative records.

195
4.4.13 I love to do the kind of work I do, without any stress.
Table No. 4.15.13
Classification based on Love towards work without stress
Scale Frequency Percentage
Strongly Disagree 45 8.9
Disagree 100 19.9
Neutral 173 34.4
Agree 137 27.2
Strongly Agree 48 9.5
Sources: Primary data

Diagram No. 4.28

Love towards work without stress

Frequency
Strongly Disagree Disagree Neutral Agree Strongly Agree

10% 9%

20%
27%

34%

Sources: Table No. 4.15.13

Out of 503 respondents, 8.9% mentioned „strongly disagree‟.19.9% mentioned
„disagree „, 34.4% mentioned „not agree not disagree „, 27.2percent mentioned
„agree‟, and 9.5percent mentioned „strongly agree „on the statement „I love to do the
kind of work I do, without any stress. This showed that nearly 37 percent employees
do enjoy their work as they feel stress free or do not get affected by any negativity or
unfavorable environment. This also depends upon the mental state of employees. How
do they react to the work environment?

196
If employees work without stress, then it is a good sign of proper Work-Life balance.
It shows that, they do not have family issues and problems, so they are able to focus
on the work and do it with love and sincerely.
4.4.14 I am satisfied with my salary, pay and perks and working hours.
Table No. 4.15.14
Classification based on Satisfaction with salary
Scale Frequency Percentage
Strongly Disagree 58 11.5
Disagree 89 17.7
Neutral 184 36.6
Agree 129 25.6
Strongly Agree 43 8.5
Sources: Primary data

Diagram No. 4.29

Satisfied with salary

Frequency Percentage

Strongly Agree 43 8.5

Agree 129 25.6

Neutral 184 36.6

Disagree 89 17.7

Strongly Disagree 58 11.5

Sources: Table No. 4.15.14

197
Out of 503 respondents, 11.5% mentioned „strongly disagree‟.17.7% mentioned
„disagree „, 36.6% mentioned „not agree not disagree „, 25.6percent mentioned
„agree‟, and 8.5percent mentioned „strongly agree „I am satisfied with my salary, pay
and perks and working hours. It is observed that nearly 34 percent are only happy
with the compensation paid to the them for their services rendered and number of
works they work for an organisation. It should be noted the, compensation is one of
the major determinants which affect morale of employees to the great extent and it
may affect Work-Life balance. Good salary and incentive programmes, motivates
employees and results in constraint free work culture.

The organization provides pleasant working conditions.

Table No. 4.15.15
Classification based on pleasant working condition
Scale Frequency Percentage
Strongly Disagree 24 4.8
Disagree 70 13.9
Neutral 159 31.6
Agree 143 28.4
Strongly Agree 107 21.3

Sources: Primary data

Good and pleasure working condition shows the impact of appropriate organizational
operation and human resource policies. It shows that the employees are allowed to
work in stress free environment. The ventilation, sanitation facilities provided are
good Encouraging environment creates work spirit and results in good productivity.
Employees are able to get all the facilities at the work place. The clean and neat
working place, good facilities inspire them to work for more hours and do not to get
fatigued.

198
Diagram No. 4.30
Pleasant working condition
Strongly Disagree
5%

Disagree
Strongly Agree 14%
21%

Agree Neutral
28% 32%

Source: Table No. 4.15.15

Out of 503 respondents, 4.8% mentioned „strongly disagree‟.13.9% mentioned
„disagree „, 31.6% mentioned „not agree not disagree‟, 28.4percent mentioned „agree‟,
and 21.3percent mentioned „strongly agree „on the statement” organization provides
pleasant working conditions. It is observed that nearly 50 percent employees feel
good as their working condition is good and pleasant. Organization takes care that
they should feel working in stress free and motivating environment. But it is not a
case of all organizations. Good working condition, makes employees psychological fit
and mentally peaceful. The y can focus more on job and have good concentration over
the work. Healthy environment helps to get motivated and happy.

4.4.16 I enjoy my privileges I am offered by the organization.

Table No. 4.15.16
Classification based on Enjoying privilege offered
Scale Frequency Percentage
Strongly Disagree 53 10.5
Disagree 98 19.5
Neutral 174 34.6
Agree 134 26.6
Strongly agree 44 8.7
Sources: Primary Data

199
Diagram No. 4.31
Enjoying privilege offered

Frequency Percentage
174
134
98
53 44
19.5 34.6 26.6
10.5 8.7

Strongly Disagree Neutral Agree Strongly agree

Disagree

Sources: Primary Data

Out of 503 respondents, 10.5% mentioned „strongly disagree‟.19.5% mentioned
„disagree „, 34.6% mentioned „not agree not disagree „, 26.6percent mentioned
„agree‟, and 8.7percent mentioned „strongly agree‟ on the statement “I enjoy my
privileges I am offered by the organization. In the organization, there has to be a
dynamism and group spirit, so nearly 35 percent employees stated that they are given
privilege in the organization and they enjoy it. This is motivating factor to maintain
Work-Life balance. Working in group and quality circle motivates employees as the
accountability is shared among all and does not lie on one.
4.4.17 The organization always support in all respect whenever needed.
Table No. 4.15.17
Classification based on Organizational support
Scale Frequency Percentage
Strongly disagree 44 8.7
Disagree 69 13.7
Neutral 201 40
Agree 137 27.2
Strongly Agree 52 10.3
Sources: Primary data

200
Diagram No. 4.32
Organizational support

Chart Title
Frequency Percentage

Strongly Agree 52 10.3

Agree 137 27.2

Neutral 201 40

Disagree 69 13.7

Strongly disagree 44 8.7

Sources: Table No. 4.15.17

Out of 503 respondents, 8.7% mentioned „strongly disagree‟.13.7% mentioned
„disagree „, 40.0% mentioned „not agree not disagree „, 27.2percent mentioned
„agree‟, and 10.3percent mentioned „strongly agree on the statement „The
organization always support in all respect whenever needed. It was found that 37.5
percent employees feel that they are supported and cared by the organization. And has
feeling that they belong to the organization. It shows high level of employee
engagement by the organisation. The better way employees are engaged, the more is
the work productivity.

4.4.18 I am clearly informed about the job profile and objective in job.
Table No. 4.15.18
Classification based on Clear information about job
Scale Frequency Percentage
Strongly disagree 107 21.3
Disagree 116 23.1
Neutral 167 33.2
Agree 90 17.9
Strongly agree 23 4.6
Sources: Primary data

201
Diagram No. 4.33
Clear information about job
Strongly agree Strongly
5% disagree
Agree 21%
18%

Disagree
Neutral 23%
33%

Sources: Table No. 4.15.18

Out of 503 respondents, 21.3% mentioned „strongly disagree‟.23.1% mentioned
„disagree „, 33.2% mentioned „not agree not disagree „, 17.9percent mentioned
„agree‟, and 4.6percent mentioned „strongly agree „on the statement “I am clearly
informed about the job profile and objective in job. It is found that only 22 percent
employees feel that their work objective is matched to the profile, they were selected
on. It happens many a times. So, job rotation is done in the organisation but then too,
some may not have preference towards some kind of assignments given.
4.4.19 I get compensated form extra efforts in the organization besides my
regular jobs.
Table No. 4.15.19
Classification based on Compensation for extra work
Scale Frequency Percentage
Strongly Disagree 26 5.2
Disagree 68 13.5
Neutral 166 33
Agree 160 31.8
Strongly Agree 83 16.5
Sources: Primary data

Out of 503 respondents, 5.2% mentioned „strongly disagree‟.13.5% mentioned

„disagree „, 33.0% mentioned „not agree not disagree „, 31.8percent mentioned
„agree‟, and 16.5percent mentioned „strongly agree „on the statement “I get

202
compensated for my extra efforts in the organization besides my regular jobs”. It was
found that nearly 47.3 percent employees are paid for their extra efforts or overtime
done. It is not only a motivating factor but also an ethical practice which every
organization should follow. 33 percent did not prefer to answer whereas nearly 18.7
percent denied of such extra payments.
When employees are paid for their extra efforts, it motivates them and raises their
morale. According to various labour laws, employees should be paid for extra hours
or work they render to the organization.

Diagram No. 4.34

Compensated for extra work
Strongly
Disagree
5%
Strongly
Agree Disagree
16% 14%

Agree
Neutral
32%
33%

Sources: Table No. 4.15.19

4.4.20 Organization has policies for promotion which are based on performance.
Table No. 4.15.20
Classification based on Performance based policies
Scale Frequency Percentage
Strongly Disagree 21 4.2
Disagree 67 13.3
Neutral 163 32.4
Agree 171 34
Strongly agree 81 16.1
Sources: Primary Data

203
Diagram No. 4.35
Performance based policies

200 163 171

150
81
100 67
32.4 34
50 21 13.3 16.1
4.2
0
Strongly Disagree Neutral Agree Strongly
Disagree agree

Frequency Percentage

Sources: Table No. 4.15.20

Out of 503 respondents, 4.2% mentioned „strongly disagree‟.13.3% mentioned

„disagree „, 32.4% mentioned „not agree not disagree‟,34.0percent mentioned „agree‟,
and 16.1percent mentioned „strongly agree „on the statement „Organization has
policies for promotion which are based on performance. Nearly fifty percent of
employees mentioned that organization promotional policies are based on their
performance and they are promoted on the basis of their performance. It helps them in
increasing their focus on job and improves Work-Life balance. Sound and unbiased
promotion policies help employees to work more efficiently being motivated.

4.4.21 I am satisfied with my family life.

Table No. 4.15.21
Classification based on Family life satisfaction
Scale Frequency Percentage
Strongly Disagree 21 4.2
Disagree 67 13.3
Neutral 163 32.4
Agree 171 34
Strongly agree 81 16.1
Sources: Primary data

204
Diagram No. 4.36
Family life satisfaction

4%
16%
13%
Strongly Disagree
Disagree
Neutral
Agree
34% 33%
Strongly agree

Sources: Table No. 4.15.21

Out of 503 respondents, 5.4% mentioned „strongly disagree‟.13.3% mentioned

„disagree „, 36.4% mentioned „not agree not disagree „, 30.4percent mentioned
„agree‟, and 14.5percent mentioned „strongly agree „on the statement „I am satisfied
with my family life. Below average number of employees feel that they are not
satisfied with their family life due to the work pressure and load. It clearly showed
that they are not able to maintain Work-Life balance and have to sacrifice family time
somewhere, which results in feeling of dissatisfaction.
4.4.22 I am provided with medical facility at work place.
Table No. 4.15.22
Classification based on Providing medical facilities
Scale Frequency Percentage
Strongly Disagree 44 8.7
Disagree 84 16.7
Neutral 189 37.6
Agree 144 28.6
Strongly Agree 42 8.3
Sources: Primary Data

205
Diagram No. 4.37
Providing with medical facilities

Frequency Percentage
189

144

84

44 42
37.6
28.6
16.7
8.7 8.3

Strongly Disagree Disagree Neutral Agree Strongly Agree

Sources: Table No. 4.15.22

Out of 503 respondents, 8.7% mentioned „strongly disagree‟.16.7% mentioned
„disagree „, 37.6% mentioned „not agree not disagree „, 28.6percent mentioned
„agree‟, and 8.3percent mentioned „strongly agree „on the statement „I am provided
with medical facility at work place. Along with mental health, physical health should
also be promoted by the organization. it was found that nearly 36.6 percent employees
agreed that they are provided with all the health facilities in the organization. It helps
them keep working. Being happy in personal life, always make employee work
efficiently at the work place.
4.4.23 Company provides medical insurance to take care of health-related issues
of me and my family.
Table No. 4.15.23
Classification based on Providing Medical insurance to family
Scale Frequency Percentage
Strongly Disagree 51 10.1
Disagree 93 18.5
Neutral 190 37.8
Agree 130 25.8
Strongly Agree 39 7.8
Sources: Primary Data

206
Along with job security, life security is also important need of the employees. The
organization, which insure their employees are always at the side of getting good
work from them as they feel more associated with the organization. There has to be a
provision for providing medical products protecting employee‟ life. Securing life of
the employees does not create fear in their mind about death and family loss. Rather
they are more content to have created security for their families during their sickness
and after their death. Many companies have tie up with medical and insurance
companies and accordingly, under the employee welfare programme, they provide
employee different types of medical insurance and protect their families. Here only
33.6 percent employees only agreed to have insurances. Which is not so satisfactory?

Diagram No. 4.38

Medical insurance

Percentage Frequency

7.8
Strongly Agree
39

25.8
Agree
130

37.8
Neutral
190

18.5
Disagree
93

10.1
Strongly Disagree
51

Sources: Table No. 4.15.23

Out of 503 respondents, 10.1% mentioned „strongly disagree‟.18.5% mentioned

„disagree „, 37.8% mentioned „not agree not disagree „, 25.8percent mentioned
„agree‟, and 7.8percent mentioned „strongly agree „on the statement „Company
provides medical insurance to take care of health relate issue of myself and my
family. Nearly 36.6 per admitted that they had been given insurance cover by their
organization protecting them and family life. It makes employees work

207
enthusiastically as they are much sure about their family protection. It is found that,
majority of the employees are not provided the medical facilities by their
organization. It brings negative impact on their productivity and efficiency.

4.4.24 My organization takes care of admissions of my children in case of change

of location of my job due to any reason.
Table No. 4.15.24
Classification based on Change in location and admission of children
Scale Frequency Percentage
Strongly disagree 59 11.7
Disagree 106 21.1
Neutral 203 40.4
Agree 111 22.1
Strongly Agree 24 4.8
Sources: Primary Data

Diagram No. 4.39

Change in location and admission of children

Strongly Agree 24 4.8

Agree 111 22.1

Neutral 203 40.4

Disagree 106 21.1

Strongly disagree 59 11.7

0 50 100 150 200 250 300

Frequency Percentage

Sources: Table No. 4.15.24

Table 4.39 shows that Out of 503 respondents,11.7% mentioned „strongly
disagree‟.21.1% mentioned „disagree „, 40.4% mentioned „not agree not disagree „,
21.1percent mentioned „agree‟, and 4.8percent mentioned „strongly agree „on the

208
statement „My organization take care of admission of my children in case of change
of location of my job due to any reason. It is true that shifting and transfer disturb the
life of employees. Moreover, schooling of the children becomes a serious concern.
Only 25.9 percent employees admitted that their organization provides them support
in getting schools for their children in case promotion is unavoidable.

4.4.25 My organization takes care of my family in case I am on project out of the

country.
Table No. 4.15.25
Classification based on Family care when project is out
Scale Frequency Percentage
Strongly Disagree 39 7.8
Disagree 59 11.7
Neutral 170 33.8
Agree 139 27.6
Strongly Agree 96 19.1
Sources: Primary Data
Many a times, employees are deputed in other places and they are supposed to join
duty there. This creates turmoil in regular life of the employees. They can manage to
go on duty, but family is a concern, as children school, family care are the priorities of
the employees. They expect in this case, organizational support. Here, les than
average employees, agree that their families are care when they are deputed out of
town or state. That is a matter of worry for them. Here organizational stand is most
important to gain the trust and confidence of the employees.

209
Diagram No. 4.40
Family care when project is out

Frequency Percentage

170

139

96

59
39 33.8 27.6
19.1
7.8 11.7

Strongly Disagree Neutral Agree Strongly

Disagree Agree

Sources: Table No. 4.15.25

Out of 503 respondents, 7.8% mentioned „strongly disagree‟.11.7% mentioned
„disagree „, 33.8% mentioned „not agree not disagree „, 27.6percent mentioned
„agree‟, and 19.1percent mentioned „strongly agree „on the statement „My
organization take cares of my family in case I am on project out of the country. Wok
life balance is very important in case employees visit other countries on the projects
assigned. Here 46.7 percent employees mentioned that their family is taken care of by
the organisation when they are not in a nation. Every organisation does not have such
kind of care system but.
4.4.26 My organization provides national and international holiday facilities to
take care of family holidays.
Table No. 4.15.26
Classification based on Holidays Provided
Scale Frequency Percentage
Strongly Disagree 22 4.4
Disagree 39 7.8
Neutral 151 30
Agree 178 35.4
Strongly Agree 113 22.5
Sources: Primary Data

210
Diagram No. 4.41
Holidays Provided

Frequency Percentage

Strongly Agree 113 22.5

Agree 178 35.4

Neutral 151 30

Disagree 39 7.8

Strongly Disagree 22 4.4

Sources: Table No. 4.15.26

Out of 503 respondents, 4.4% mentioned „strongly disagree‟.7.8% mentioned
„disagree „, 30.0% mentioned „not agree not disagree „, 35.4percent mentioned
„agree‟, and 22.5percent mentioned „strongly agree „on the statement „My
organization provides national and international holiday facilities to take care of
family holidays. Holidays in IT sector is like an opportunity with delight. Nearly 69.5
percent employees agreed that they get all national and international holidays like
other in official term. Unofficially, many had to work on holidays also as was
mentioned by 12.2 percent employees.

4.4.27 My organization is providing counselling services to take care of job

stress.
Table No. 4.15.27
Classification based on Counseling services
Scale Frequency Percentage
Strongly disagree 22 4.4
Disagree 57 11.3
Neutral 159 31.6
Agree 180 35.8
Strongly Agree 85 16.9
Sources: Primary Data

211
Counseling helps employees grow and get developed in the organization. An expert
and effective counselor help employees to know their drawbacks, limitation and helps
in enhancing their strengths and weakness. They help in creating good emotional
climate within the organization. Employees are not only heard, but are also give
expertise advices to stress free and get to have good balance in work and life.

Diagram No. 4.42

Counseling services

Frequency Percentage

180

159

85

57

31.6 35.8
22
16.9
11.3
4.4

Strongly disagree Disagree Neutral Agree Strongly Agree

Sources: Table No. 4.15.27

Out of 503 respondents, 4.4% mentioned „strongly disagree‟.11.3% mentioned

„disagree „, 31.6% mentioned „not agree not disagree „, 35.8percent mentioned
„agree‟, and 16.9percent mentioned „strongly agree „on the statement „My
organization is providing counselling services to the employees to take care of job
their job stress. It is obvious that employees may face some problems related to job or
personal life. They need guidance. So nearly 53 percent feel that they are counselled
from time to time and it motivates them to keep balance between work and family.

212
4.4.28 My organization provides physical exercise facility to take care of my
physical health.
Table No. 4.15.28
Classification based on Exercise Facilities provided
Scale Frequency Percentage
Strongly Disagree 69 13.7
Disagree 104 20.7
Neutral 172 34.2
Agree 116 23.1
Strongly Agree 42 8.3
Sources: Primary Data

Diagram No. 4.43

Exercise Facilities provided

Frequency Percentage

Strongly Agree 42 8.3

Agree 116 23.1

Neutral 172 34.2

Disagree 104 20.7

Strongly Disagree 69 13.7

Sources: Table No. 4.15.28

Out of 503 respondents, 13.7% mentioned „strongly disagree‟. 20.7% mentioned

„disagree „, 34.2% mentioned „not agree not disagree „, 23.1percent mentioned
„agree‟, and 8.3percent mentioned „strongly agree‟ on the statement „My organization
provides physical exercise facility to take care of my physical health. To keep
employees physically fit, many organizations provide Gymnasium and also other
physical exercise to their employees. After the duty hours they can have access to the
gym and keep themselves fit.

213
Chapter- 5
Hypothesis Testing and Data Interpretation
____________________________________________________________________
5.0Introduction
5.1 Overall Work –life Balance
5.2 Hypothesis 1
5.2.1 Model Fit
5.2.2 Regression Estimation from SEM Model
5.2.3 Path Diagram
5.3 Hypothesis 2
5.3.1 Comparison against Age
5.3.1.1 Mean rank Table
5.3.1.2 Kruskal Wallis Test
5.3.1.3 Mean Rank Table
5.3.1.4 Mann-Whitney test
5.3.1.5 Mean rank Table
5.3.1.6 Mann-Whitney U-test
5.3.1.7 Mean Rank Table
5.3.1.8 Mann Whitney Test
5.3.1.9 Mean Rank Table
5.3.1.10 Mann Whitney Test
5.3.1.11 Mean Rank Table
5.3.1.12 Mann Whitney Test
5.3.1.13 Mean Rank Table
5.3.1.14 Mann Whitney Test
5.3.2 Comparison against experience
5.3.2.1 Mean Rank Table
5.3.2.2 Kruskal Wallis test
5.3.2.3 Mean Rank
5.3.2.4 Mann Whitney Test
5.3.2.5 Mean Rank Table
5.3.2.6 Mann Whitney Test
5.3.2.7 Mean Rank Table

214
 5.3.2.8 Mann Whitney test
5.3.3 Comparison against Distance of travel:
5.3.3.1 Mean Rank Table
5.3.3.2 Kruskal Wallis test
5.3.3.3 Mean Rank
5.3.3.4 Mann Whitney Test
5.3.3.5 Mean Rank Table
5.3.3.6 Mann Whitney Test
5.3.3.7 Mean Rank Table
5.3.3.8 Mann Whitney test
5.3.3.9 Mean Rank Table
5.3.3.10 Mann Whitney Table
5.3.3.11 Mean Rank Table
5.3.3.12 Mann Whitney Table
5.3.3.13 Mean Rank Table
5.3.3.14 Mann Whitney U-test
5.3.3.15 Mean Rank Table
5.3.3.16 Mann Whitney Test
5.3.3.17 Mean Rank Table
5.3.3.18 Mann Whitney Table
5.3.3.19 Mean Rank Table
5.3.3.20 Mann Whitney Table
5.3.3.21 Mean Rank Table
5.3.3.22 Mann Whitney table
5.3.3.23 Mean Rank Table
5.3.3.24 Mann Whitney Table
5.3.3.25 Mean Rank
5.3.3.26 Mann Whitney U Test
5.3.3.27 Mean rank Table
5.3.3.28 Mann Whitney Test
5.3.3.29 Mean Rank Table
5.3.3.30 Mann Whitney U test
5.3.3.31 Mean Rank Table
5.3.3.32 Mann Whitney Table

215
 5.3.3.33 Mean Rank Table
5.3.3.34 Mann whiney test
5.3.3.35 Mean Rank Table
5.3.3.36 Mann Whitney Test
5.3.3.37 Mean rank Table
5.3.3.38 Mann Whitney U-test
5.3.3.39 Mean Rank Table
5.3.3.40 Mann Whitney U-test
5.3.3.41 Mean Rank Table
5.3.3.42 Mann Whitney U-test
5.3.3.43 Mean Rank Table
5.3.3.44 Mann Whitney U-Table
5.3.4 Comparison against Gender
5.3.4.1 Mean Rank
5.3.4.1 Mann Whitney U-test
5.3.5 Personal liking
5.3.5.1 Wilcoxon Signed rank test results
5.3.6 Comparison of Work-Life balance
5.3.6.1 Comparison of proportion of Work-Life balance
5.3.7 Comparison of parameters of WORK-LIFE BALANCE with each other
5.3.7.1 Mean Rank Table
5.3.7.2 Kruskal Wallis test
5.3.8 Comparison of WORK-LIFE BALANCE parameters in each of the
individual category
5.3.8.1 Compensation of Benefit
5.3.8.2 Family
5.3.8.3 Personal
5.3.8.4 Social Need
5.3.8.5 Work Culture
5.4 Hypothesis -3
5.4.1 Family
5.4.2 Correlation of Family as a whole and overall Work-Life balance
5.4.3 Personal
5.4.4 Correlation of Person as a whole and overall Work-Life balance

216
5.4.5 Social Need
5.4.6 Correlation of Social needs a whole and overall Work-Life balance
5.4.7 Work Culture
5.4.8 Correlation of Work Culture as a whole and overall Work-Life balance
5.5 Hypothesis- 4
5.5.1 Correlation of facility provided (Compensation & Benefits) and overall Work-
Life balance:
5.5.2 Correlation of facility provided (Compensation & Benefits) as a whole and
overall Work-Life balance – Co-efficient

5.1 Overall Works Life Balance:

Descriptive Statistics:
Table No. 5.1
Overall Works Life Balance
Particulars Median Mean Standard Deviation
OWORK-LIFE 3.00 3.01 .76
BALANCE
Sources: Primary Data
Interpretation: The average Work-Life balance is observed around 3.01 out of
expected to be 5 on a scale of 1 to 5. 1 being low and 5 being highly satisfied. The
findings show that there is good satisfactory Work-Life balance among the
employees. Many factors are responsible for bringing satisfaction in Work-Life
balance. It is overall observed that, WORK-LIFE BALANCE is quite a good among
the employees working in IT sector in thane and Navi Mumbai region.

5.2 Hypothesis 1
H01:- There is no significant impact of personal technique/view towards personal
liking on Work-Life balance.
H01:- There is significant impact of personal technique/view towards personal liking
on Work-Life balance.
The structural equation modelling technique is used to test the hypothesis by
considering the personal technique/view towards personal liking as independent

217
variable and WORK-LIFE BALANCE as dependent variable. The model is used to
test the hypothesis by considering following model fit parameters.

5.2.1 Model Fit:

Table No. 5.2.1
Model Fit
Calculated
Model Full forms/Description Expected value for Good fit
value
Minimum of discrepancy
[1-3] or [1-5] or more than 5
CMIN/DF function/Degrees of 5.776
weakly fitted
Freedom
A: 0=poor fit close to 1=very
good fit
CFI Comparative Fit Index 0.922
B: CFI >.95: good fit, CFI >
0.60: moderate fit
Parsimony-adjusted 0=poor fit
PCFI 0.717
Comparative Fit Index 1=exact fit
* RMSEA=0: exact/good fit
RMSEA 0.098 *RMSEA<0.08: close fit
*RMSEA>0.08: Weak Fit
Sources: Primary data
All the model fit parameters except few like RMSEA indicates that the structural
equation model is showing the good fit therefore model can be used for the purpose of
testing of impact and not for the prediction.

5.2.2 Regression Estimates from SEM:

Table No. 5.2.2
Regression Estimates from SEM
Dependent Independent Standardized p-value
Variable Variable Estimate
Overall Work-Life
Personal Liking -0.23 0.000
balance
Sources: Primary data

218
Interpretation: Since p-value for the Estimate is less than that of 0.05 indicates that
we should reject null hypothesis and conclude that there is significant negative impact
of personal liking on the overall Work-Life balance. It indicates that more the
personal liking lesser will be satisfaction rating of overall Work-Life balances. There
is always impact of personal liking on overall Work-Life balance as it clashes the
interest of individual.
The path diagram is shown below:

5.2.3 Path Diagram:

Diagram No. 5.0
Path Diagram

Sources: Primary data

219
5.3 Hypothesis 2:
H02: There is no significant of difference of average Work-Life balance when
compared between age, gender and distance travelled.
H12: There is significant of difference of average Work-Life balance when compared
between age, gender and distance travelled.

5.3.1 Comparison against Age:

Table No.5.3.1
Comparison against Age
OWORK-LIFE BALANCE
Age
Median Mean Standard Deviation
25 and less 3.00 2.89 .70
26 to 35 3.00 3.20 .75
36 to 45 3.00 2.81 .79
More than 45 3.00 2.75 .60
Sources: Primary Data
Diagram No. 5.1
Comparison against Age

Mean
3.3
3.2
3.1
3
2.9
2.8
2.7
2.6
2.5
25 and less 26 to 35 36 to 45 More than 45

Sources: Table No. 5.3

220
5.3.2 Mean Rank Table:
Table No.5.3.2
Mean Rank Table
Age Mean Rank
25 and less 233.23
26 to 35 286.29
36 to 45 215.35
More than 45 203.25
Sources: Primary Data
5.3.3 Kruskal-Wallis Test
Table No.5.3.3
Kruskal-Wallis Test
Particulars Value
Chi-Square 36.893
d.f. 3
p-value .000
Sources: Primary data
Interpretation: Since p-value for the Kruskal-Wallis test is less than that of 0.05
indicates that the average score of the Work-Life balance is significantly different
when compared between age group. The lower mean rank in the age group of 36 to 45
and more than 45 years. To find the exact significance we used Mann-Whitney U test.
The result of the test follows:
5.3.4 Mean Rank Table:
Table No.5.3.4
Comparison between age group less than 25 & 25 to 35 (Mean Rank Table)
Particulars Mean Rank Sum of Ranks
25 and less 133.62 8819.00
26 to 35 168.09 42862.00
Sources: Primary Data

221
5.3.5 Mann-Whitney U tests:
Table No.5.3.5
Comparison between age group less than 25 & 25 to 35 (Mann-Whitney U test)
Particulars Value
Mann-Whitney U 6608.000
Wilcoxon W 8819.000
Z -2.953
p-value .003
Sources: Primary Data
Interpretation: Since p-value for the Mann-Whitney U test is less than that of 0.05
indicates significant of difference between respective parameters. The higher mean
rank is observed in the age group of 26 to 35 when compared against 25 and less, this
indicates more satisfaction of Work-Life balance in the age group of 26 to 35. Age is
the major factor in determining Work-Life balance as the young age personnel are
more active at work place and are also energetic at the homes. They do maintain good
balance between work and life.
5.3.6 Mean Rank Table:
Table No.5.3.6
Comparison between age group less than 25 & 36 & 45 (Mean Rank Table)
Particulars Mean Rank Sum of Ranks
25 and less 94.39 6230.00
36 to 45 87.43 9880.00
Sources: Primary Data
5.3.7 Mann-Whitney U test:
Table No.5.3.7
Comparison between age group less than 25 & 36 & 45 (Mann-Whitney U test)
Particulars Value
Mann-Whitney U 3439.000
Wilcoxon W 9880.000
Z -.961
p-value .336
Sources: Primary Data

222
Interpretation: Since p-value for the Mann-Whitney U test is greater than that of
0.05 indicates no significant of difference between respective parameters. The higher
mean rank indicates more satisfaction of Work-Life balance. The age here show
strong association between work and life balance.
5.3.8 Mean Rank Table:
Table No.5.3.8
Comparison between age group less than 25 & more than 45 (Mean Rank Table)
Particulars Mean Rank Sum of Ranks
25 and less 72.21 4766.00
More than 45 63.97 4414.00
Sources: Primary Data
5.3.9 Mann-Whitney U test:
Table No.5.3.9
Comparison between age group less than 25 & more than 45 (Mann-Whitney U
test)
Particulars Value
Mann-Whitney U 1999.000
Wilcoxon W 4414.000
Z -1.433
p-value .152
Sources: Primary Data
Interpretation: Since p-value for the Mann-Whitney U test is greater than that of
0.05 indicates no significant of difference between respective parameters. The higher
mean rank indicates more satisfaction of Work-Life balance. It means distance has no
significant association with Work-Life balance.
5.3.10 Mean Rank Table:
Table No.5.3.10
Comparison between age group 25 to 35 & 36 to 45 (Mean Rank Table)
Particulars Mean Rank Sum of Ranks
26 to 35 200.07 51017.50
36 to 45 149.37 16878.50
Sources: Primary Data

223
5.3.11 Mann-Whitney U test:
Table No. 5.3.11
Comparison between age group 25 to 35 & 36 to 45 (Mann-Whitney U test)
Particulars Value
Mann-Whitney U 10437.500
Wilcoxon W 16878.500
Z -4.595
p-value .000
Sources: Primary Data
Interpretation: Since p-value for the Mann-Whitney U test is less than that of 0.05
indicates significant of difference between respective parameters. The higher mean
rank indicates more satisfaction of Work-Life balance. There is significant
relationship observed. The higher the age, the more significant impact on Work-Life
balance is observed.
5.3.12 Mean Rank Table:
Table No.5.3.12
Comparison between age group 25 to 35 & more than 45 (Mean Rank Table)
Particulars Mean Rank Sum of Ranks
26 to 35 174.14 44405.50
More than 45 119.49 8244.50
Sources: Primary Data
5.3.13 Mann-Whitney U test:
Table No.5.3.13
Comparison between age group 25 to 35 & more than 45 (Mann-Whitney U test)
Particulars Value
Mann-Whitney U 5829.500
Wilcoxon W 8244.500
Z -4.752
p-value .000
Sources: Primary Data
Interpretation: Since p-value for the Mann-Whitney U test is less than that of 0.05
indicates significant of difference between respective parameters. The higher mean
rank indicates more satisfaction of Work-Life balance. There is found a significant

224
association.

5.3.14 Mean Rank Table:

Table No.5.3.14
Comparison between age group 36 to 45 & more than 45 (Mean Rank Table)
Particulars Mean Rank Sum of Ranks
36 to 45 92.54 10457.50
More than 45 89.79 6195.50
Sources: Primary Data

5.3.15 Mann-Whitney U test :

Table No.5.3.15
Comparison between age group 36 to 45 & more than 45 (Mann-Whitney U test)
Particulars Value
Mann-Whitney U 3780.500
Wilcoxon W 6195.500
Z -.387
p-value .699
Sources: Primary Data
Interpretation: Since p-value for the Mann-Whitney U test is greater than that of
0.05 indicates no significant of difference between respective parameters. The higher
mean rank indicates more satisfaction of Work-Life balance. There is significant
association.
5.3.2 Comparison against experience:
Descriptive Statistics:
Table No.5.3.2
Comparison against experience
OWORK-LIFE BALANCE
Experience
Median Mean Standard Deviation
5 and less 3.00 3.24 .78
6 to 10 3.00 2.97 .71
more than 10 3.00 2.75 .70
Sources: Primary Data

225
5.3.2.1 Mean Rank Table:
Table No.5.3.2.1
Mean Rank Table
Particulars Mean Rank
5 and less 292.05
6 to 10 243.00
more than 10 202.63
Sources: primary data
5.3.2.2 Kruskal-Wallis test results:
Table No.5.3.2.2
Kruskal-Wallis test results

Particulars Value
Chi-Square 37.206
Df 2
p-value .000
Sources: primary data
Interpretation: Since p-value for the Kruskal-Wallis test is less than that of 0.05
indicates that the average score of the Work-Life balance is significantly different
when compared between experience categories. To find the exact significance of
difference we used Mann-Whitney U test. There is close association between
experience and Work-Life balance. As, more years spend in the work, employees
learn to bring balance between work and life. They do understand how to manage the
work and family responsibilities.

5.3.2.3 Mean Rank Table:

Table No.5.3.2.3
Comparison between less than 5 & 6 to 10 years of experience (Mean Rank
Table)
Particulars Mean Rank Sum of Ranks
5 and less 204.54 39680.00
6 to 10 166.84 29698.00
Sources: primary data

226
5.3.2.4 Mann-Whitney U test:
Table No.5.3.2.4
Comparison between less than 5 & 6 to 10 years of experience (Mann-Whitney U
test)
Particulars Value
Mann-Whitney U 13767.000
Wilcoxon W 29698.000
Z -3.726
p-value .000
Sources: primary data
Interpretation: Since p-value for the Mann-Whitney U test is less than that of 0.05
indicates significant of difference between respective parameters. The higher mean
rank indicates more satisfaction of Work-Life balance. There is strong association
between experience and Work-Life balance.

5.3.2.5 Mean Rank Table:

Table No.5.3.2.5
Comparison between less than 5 & more than 10 years of experience group
(Mean Rank Table)
Particulars Mean Rank Sum of Ranks
5 and less 185.02 35893.00
more than 10 128.90 16757.00
Sources: primary data
5.3.2.6 Mann-Whitney U tests:
Table No.5.3.2.6
Comparison between less than 5 & more than 10 years of experience group
(Mann-Whitney U test)
Value
Mann-Whitney U 8242.000
Wilcoxon W 16757.000
Z -5.711
p-value .000
Sources: primary data

227
Interpretation: Since p-value for the Mann-Whitney U test is less than that of 0.05
indicates significant of difference between respective parameters. The higher mean
rank indicates more satisfaction of Work-Life balance. There is a strong association
between experience and Work-Life balance. More the experience, good WORK-LIFE
BALANCE is observed
5.3.2.7 Mean Rank Table:
Table No.5.3.2.7
Comparison between 6 to 10 & more than 10 years of experience group (Mean
Rank Table)
Particulars Mean Rank Sum of Ranks
6 to 10 165.65 29486.50
more than 10 139.23 18099.50
Sources: Primary data
5.3.2.8 Mann-Whitney U test :
Table No.5.3.2.8
Comparison between 6 to 10 & more than 10 years of experience group (Mann-
Whitney U test)
Particulars Value
Mann-Whitney U 9584.500
Wilcoxon W 18099.500
Z -2.949
p-value .003
Sources: Primary data
Interpretation: Since p-value for the Mann-Whitney U test is less than that of 0.05
indicates significant of difference between respective parameters. The higher mean
rank indicates more satisfaction of Work-Life balance. There is strong association
between experience and Work-Life balance.

228
5.3.3 Comparison against Distance of travel:
Table No.5.3.3
Comparison against Distance of travel
OWORK-LIFE BALANCE
Particulars
Median Mean Standard Deviation
Within 5 km 3.00 3.10 .75
5 to 10 km 3.00 3.29 .75
10 to 15 km 3.00 3.15 .70
15 to 20 km 3.00 2.79 .82
20 to 25 km 3.00 2.69 .74
25 to 30 km 3.00 2.66 .60
More than 30 km 3.00 2.87 .67
Sources: Primary data

Diagram No. 5.2

Comparison against Distance of travel

Mean
3.5

2.5

1.5

0.5

0
Within 5 km 5 to 10 km 10 to 15 km 15 to 20 km 20 to 25 km 25 to 30 km More than
30 km

Sources: Table No. 5.14

229
5.3.3.1 Mean Rank Table:
Table No. 5.3.3.1
Mean Rank Table
Distance travel Mean Rank
Within 5 km 270.02
5 to 10 km 301.27
10 to 15 km 275.56
15 to 20 km 210.86
20 to 25 km 192.03
25 to 30 km 191.72
More than 30 km 224.74
Sources: Primary data
5.3.3.2 Kruskal-Wallis test:
Table No. 5.3.3.2
Kruskal-Wallis test
Particulars Value
Chi-Square 51.130
df 6
p-value .000
Sources: Primary data
Interpretation:
Since p-value for the Kruskal-Wallis test is less than that of 0.05 indicates that the
average score of the Work-Life balance is significantly different when compared
between distances travelled. To find the exact significance we used Mann-Whitney U
test. When compared with distance travelled, there is significant difference observed.

5.3.3.3 Mean Rank Table:

Table No. 5.3.3.3
Comparison between distance within 5 km & 5 to 10 km (Mean Rank Table)
Particulars Mean Rank Sum of Ranks
Within 5 km 91.13 6288.00
5 to 10 km 103.24 13215.00
Sources: Primary data

230
5.3.3.4 Mann-Whitney U test :
Table No. 5.3.3.4
Comparison between distance within 5 km & 5 to 10 km (Mann-Whitney U test)
Particulars Value
Mann-Whitney U 3873.000
Wilcoxon W 6288.000
Z -1.544
p-value .123
Sources: Primary data
Interpretation: Since p-value for the Mann-Whitney U test is greater than that of
0.05 indicates no significant of difference between respective parameters. The higher
mean rank indicates more satisfaction of Work-Life balance.

5.3.3.5 Mean Rank Table:

Table No. 5.3.3.5
Comparison between distance within 5 km & 10 to 15 km (Mean Rank Table)
Particulars Mean Rank Sum of Ranks
Within 5 km 82.25 5675.50
10 to 15 km 83.54 8019.50
Sources: Primary data
5.3.3.6 Mann-Whitney U test:
Table No. 5.3.3.6
Comparison between distance within 5 km & 10 to 15 km (Mann-Whitney U
test)
Particulars Value
Mann-Whitney U 3260.500
Wilcoxon W 5675.500
Z -.190
p-value .849
Sources: Primary data
Interpretation: Since p-value for the Mann-Whitney U test is greater than that of
0.05 indicates no significant of difference between respective parameters. The higher
mean rank indicates more satisfaction of Work-Life balance.

231
5.3.3.7 Mean Rank Table:
Table No. 5.3.3.7
Comparison between distance within 15 km & 15 to 20 km (Mean Rank Table)
Particulars Mean Rank Sum of Ranks
Within 5 km 67.49 4657.00
15 to 20 km 53.70 2846.00
Sources: Primary data
5.3.3.8 Mann-Whitney U test:
Table No. 5.3.3.8
Comparison between distance within 15 km & 15 to 20 km (Mann-Whitney U
test)
Particulars Value
Mann-Whitney U 1415.000
Wilcoxon W 2846.000
Z -2.301
p-value .021
Sources: Primary data
Interpretation: Since p-value for the Mann-Whitney U test is less than that of 0.05
indicates significant of difference between respective parameters. The higher mean
rank indicates more satisfaction of Work-Life balance.

5.3.3.9 Mean Rank Table:

Table No. 5.3.3.9
Comparison between distance within 5 km & 20 to 25 km (Mean Rank Table)
Particulars Mean Rank Sum of Ranks
Within 5 km 70.81 4886.00
20 to 25 km 52.07 2864.00
Sources: primary data

232
5.3.3.10 Mann-Whitney U test:
Table No. 5.3.3.10
Comparison between distance within 5 km & 20 to 25 km (Mann-Whitney U
test)
Particulars Value
Mann-Whitney U 1324.000
Wilcoxon W 2864.000
Z -3.138
p-value .002
Sources: Primary data
Interpretation: Since p-value for the Mann-Whitney U test is less than that of 0.05
indicates significant of difference between respective parameters. The higher mean
rank indicates more satisfaction of Work-Life balance. Far difference affects Work-
Life balance, as the employees have to spend more time in travel and manage with
punctuality at work place causing stress among them.

5.3.3.11 Mean Rank Table:

Table No. 5.3.3.11
Comparison between distance within 5 km & 25 to 30 km (Mean Rank Table)
Particulars Mean Rank Sum of Ranks
Within 5 km 65.80 4540.00
25 to 30 km 47.79 2246.00
Sources: Primary data
5.3.3.12 Mann-Whitney U test:
Table No. 5.3.3.12
Comparison between distance within 5 km & 25 to 30 km (Mann-Whitney U
test)
Particulars Value
Mann-Whitney U 1118.000
Wilcoxon W 2246.000
Z -3.110
p-value .002
Sources: Primary data

233
Interpretation: Since p-value for the Mann-Whitney U test is less than that of 0.05
indicates significant of difference between respective parameters. The higher mean
rank indicates more satisfaction of Work-Life balance.

5.3.3.13 Mean Rank Table:

Table No. 5.3.3.13
Comparison between distance within 5 km & more than 30 km (Mean Rank
Table)
Particulars Mean Rank Sum of Ranks
Within 5 km 67.54 4660.00
More than 30 km 56.18 3090.00
Sources: Primary data
5.3.3. 14 Mann-Whitney U test :
Table No. 5.3.3. 14
Comparison between distance within 5 km & more than 30 km (Mann-Whitney
U test)
Particulars Value
Mann-Whitney U 1550.000
Wilcoxon W 3090.000
Z -1.944
p-value .052
Sources: Primary data
Interpretation: Since p-value for the Mann-Whitney U test is less than that of 0.05
indicates significant of difference between respective parameters. The higher mean
rank indicates more satisfaction of Work-Life balance.

5.3.3.15 Mean Rank Table:

Table No. 5.3.3.15
Comparison between distance 5 to 10 km & 10 to 15 km (Mean Rank Table)
Particulars Mean Rank Sum of Ranks
5 to 10 km 118.00 15104.50
10 to 15 km 105.16 10095.50
Sources: Primary data

234
5.3.3.16 Mann-Whitney U test :
Table No. 5.3.3.16
Comparison between distance 5 to 10 km & 10 to 15 km (Mann-Whitney U test)
Particulars Value
Mann-Whitney U 5439.500
Wilcoxon W 10095.500
Z -1.629
p-value .103
Sources: Primary data
Interpretation: Since p-value for the Mann-Whitney U test is less than that of 0.05
indicates significant of difference between respective parameters. The higher mean
rank indicates more satisfaction of Work-Life balance.

5.3.3.17 Mean Rank Table:

Table No. 5.3.3.17
Comparison between distance 5 to 10 km & 15 to 20 km (Mean Rank Table)
Particulars Mean Rank Sum of Ranks
5 to 10 km 100.08 12810.00
15 to 20 km 69.08 3661.00
Sources: primary data
5.3.3.18 Mann-Whitney U test :
Table No. 5.3.3.18
Comparison between distance 5 to 10 km & 15 to 20 km (Mann-Whitney U test)
Particulars Value
Mann-Whitney U 2230.000
Wilcoxon W 3661.000
Z -3.910
p-value .000
Sources: Primary data
Interpretation: Since p-value for the Mann-Whitney U test is less than that of 0.05
indicates significant of difference between respective parameters. The higher mean
rank indicates more satisfaction of Work-Life balance.

235
5.3.3.19 Mean Rank Table:
Table No. 5.3.3.19
Comparison between distance 5 to 10 km & 20 to 25 km (Mean Rank Table)
Particulars Mean Rank Sum of Ranks
5 to 10 km 103.59 13259.00
20 to 25 km 65.04 3577.00
Sources: Primary data
5.3.3.20 Mann-Whitney U test :
Table No. 5.3.3.20
Comparison between distance 5 to 10 km & 20 to 25 km (Mann-Whitney U test)
Particulars Value
Mann-Whitney U 2037.000
Wilcoxon W 3577.000
Z -4.896
p-value .000
Sources: Primary data
Interpretation: Since p-value for the Mann-Whitney U test is less than that of 0.05
indicates significant of difference between respective parameters.
The higher mean rank indicates more satisfaction of Work-Life balance.
5.3.3.21Mean Rank Table:
Table No. 5.3.3.21
Comparison between distance 5 to 10 km & 25 to 30 km (Mean Rank Table)

Particulars Mean Rank Sum of Ranks

5 to 10 km 98.25 12576.00
25 to 30 km 60.09 2824.00
Sources: Primary data
5.3.3.22 Mann-Whitney U test :
Table No. 5.3.3.22
Comparison between distance 5 to 10 km & 25 to 30 km (Mann-Whitney U test)
Particulars Value
Mann-Whitney U 1696.000
Wilcoxon W 2824.000

236
Z -4.828
p-value .000
Sources: Primary data
Interpretation: Since p-value for the Mann-Whitney U test is less than that of 0.05
indicates significant of difference between respective parameters. The higher mean
rank indicates more satisfaction of Work-Life balance.

5.3.3.23 Mean Rank Table:

Table No. 5.3.3.23
Comparison between distance 5 to 10 km & more than 30 km (Mean Rank
Table)
Particulars Mean Rank Sum of Ranks
5 to 10 km 100.61 12878.00
More than 30 km 71.96 3958.00
Sources: Primary data
5.3.3.24 Mann-Whitney U test:
Table No. 5.3.3.24
Comparison between distance 5 to 10 km & more than 30 km (Mann-Whitney U
test)
Particulars Value
Mann-Whitney U 2418.000
Wilcoxon W 3958.000
Z -3.700
p-value .000
Sources: Primary data
Interpretation: Since p-value for the Mann-Whitney U test is less than that of 0.05
indicates significant of difference between respective parameters. The higher mean
rank indicates more satisfaction of Work-Life balance.
5.3.3.25 Mean Rank table:
Table No. 5.3.3.25
Comparison between distance 10 to 15 km & 15 to 20 km (Mean Rank table)
Particulars Mean Rank Sum of Ranks
10 to 15 km 81.90 7862.50

237
15 to 20 km 62.50 3312.50
Sources: primary data
5.3.3.26 Mann-Whitney U test results:
Table No. 5.3.3.26
Comparison between distance 10 to 15 km & 15 to 20 km (Mann-Whitney U test
results)
Particulars OWORK-LIFE BALANCE
Mann-Whitney U 1881.500
Wilcoxon W 3312.500
Z -2.938
p-value .003
Sources: Primary data
Interpretation: Since p-value for the Mann-Whitney U test is less than that of 0.05
indicates significant of difference between respective parameters. The higher mean
rank indicates more satisfaction of Work-Life balance.

5.3.3.27 Mean Rank Table:

Table No. 5.3.3.27
Comparison between distance 10 to 15 km & 20 to 25 km (Mean Rank Table)
Particulars Mean Rank Sum of Ranks
10 to 15 km 85.41 8199.50
20 to 25 km 59.57 3276.50
Sources: Primary data
5.3.3.28 Mann-Whitney U test :
Table No. 5.3.3.28
Comparison between distance 10 to 15 km & 20 to 25 km (Mann-Whitney U test)
Particulars Value
Mann-Whitney U 1736.500
Wilcoxon W 3276.500
Z -3.953
p-value .000
Sources: Primary data
Interpretation: Since p-value for the Mann-Whitney U test is less than that of 0.05

238
indicates significant of difference between respective parameters. The higher mean
rank indicates more satisfaction of Work-Life balance.

5.3.3.29 Mean Rank Table:

Table No. 5.3.3.29
Comparison between distance 10 to 15 km & 25 to 30 km (Mean Rank Table)
Particulars Mean Rank Sum of Ranks
10 to 15 km 80.16 7695.00
25 to 30 km 55.34 2601.00
Sources: Primary data
5.3.3.30 Mann-Whitney U test:
Table No. 5.3.3.30
Comparison between distance 10 to 15 km & 25 to 30 km (Mann-Whitney U test)
Particulars Value
Mann-Whitney U 1473.000
Wilcoxon W 2601.000
Z -3.872
p-value .000
Source: Primary Data
Interpretation:
Since p-value for the Mann-Whitney U test is less than that of 0.05 indicates
significant of difference between respective parameters. The higher mean rank
indicates more satisfaction of Work-Life balance.

5.3.3.31 Mean Rank Table:

Table No. 5.3.3.31
Comparison between distance 10 to 15 km & more than 30 km (Mean Rank
Table)
Particulars Mean Rank Sum of Ranks
10 to 15 km 81.89 7861.50
More than 30 km 65.72 3614.50
Sources: Primary data

239
5.3.3.32 Mann-Whitney U test:
Table No. 5.3.3.32
Comparison between distance 10 to 15 km & more than 30 km (Mann-Whitney
U test)
Particulars Value
Mann-Whitney U 2074.500
Wilcoxon W 3614.500
Z -2.552
p-value .011
Sources: Primary data
Interpretation: Since p-value for the Mann-Whitney U test is less than that of 0.05
indicates significant of difference between respective parameters. The higher mean
rank indicates more satisfaction of Work-Life balance.

5.3.3.33 Mean Rank Table:

Table No. 5.3.3.33
Comparison between distance 15 to 20 km & 20 to 25 km (Mean Rank Table)
Particulars Mean Rank Sum of Ranks
15 to 20 km 56.27 2982.50
20 to 25 km 52.79 2903.50
Sources: Primary data
5.3.3.34 Mann-Whitney U test :
Table No. 5.3.3.34
Comparison between distance 15 to 20 km & 20 to 25 km (Mann-Whitney U test)
Particulars Value
Mann-Whitney U 1363.500
Wilcoxon W 2903.500
Z -.636
p-value .524
Sources: Primary data
Interpretation: Since p-value for the Mann-Whitney U test is greater than that of
0.05 indicates no significant of difference between respective parameters. The higher
mean rank indicates more satisfaction of Work-Life balance.

240
5.3.35 Mean Rank Table:
Table No. 5.3.35
Comparison between distance 15 to 20 km & 25 to 30 km (Mean Rank Table)
Particulars Mean Rank Sum of Ranks
15 to 20 km 51.84 2747.50
25 to 30 km 48.99 2302.50
Sources: Primary data
5.3.3.36 Mann-Whitney U test :
Table No. 5.3.3.36
Comparison between distance 15 to 20 km & 25 to 30 km (Mann-Whitney U test)
Particulars Value
Mann-Whitney U 1174.500
Wilcoxon W 2302.500
Z -.546
p-value .585
Sources: Primary data
Interpretation: Since p-value for the Mann-Whitney U test is greater than that of
0.05 indicates no significant of difference between respective parameters. The higher
mean rank indicates more satisfaction of Work-Life balance.
5.3.3.37 Mean Rank Table:
Table No. 5.3.3.37
Comparison between distance 15 to 20 km & more than 30 km (Mean Rank
Table)
Particulars Mean Rank Sum of Ranks
15 to 20 km 52.47 2781.00
More than 30 km 56.45 3105.00
Sources: Primary data
5.3.3.38 Mann-Whitney U test :
Table No. 5.3.3.38
Comparison between distance 15 to 20 km & more than 30 km (Mann-Whitney
U test)
Particulars Value
Mann-Whitney U 1350.000

241
Wilcoxon W 2781.000
Z -.743
p-value .458
Sources: Primary data
Interpretation:
Since p-value for the Mann-Whitney U test is greater than that of 0.05 indicates no
significant of difference between respective parameters. The higher mean rank
indicates more satisfaction of Work-Life balance.
5.3.3.39 Mean Rank Table:
Table No. 5.3.3.39
Comparison between distance 20 to 25 km & 25 to 30 km (Mean Rank Table)

Particulars Mean Rank Sum of Ranks

20 to 25 km 51.17 2814.50
25 to 30 km 51.88 2438.50
Sources: Primary data

5.3.3.40 Mann-Whitney U test :

Table No. 5.3.3.40
Comparison between distance 20 to 25 km & 25 to 30 km (Mann-Whitney U test)
Particulars Value
Mann-Whitney U 1274.500
Wilcoxon W 2814.500
Z -.137
p-value .891
Sources: Primary data
Interpretation: Since p-value for the Mann-Whitney U test is greater than that of
0.05 indicates no significant of difference between respective parameters. The higher
mean rank indicates more satisfaction of Work-Life balance.

242
5.3.3.41 Mean Rank Table:
Table No. 5.3.3.41
Comparison between distance 20 to 25 km & more than 30 km (Mean Rank
Table)
Particulars Mean Rank Sum of Ranks
20 to 25 km 51.38 2826.00
More than 30 km 59.62 3279.00
Sources: Primary data
5.3.3.42 Mann-Whitney U test :
Table No. 5.3.3.42
Comparison between distance 20 to 25 km & more than 30 km (Mann-Whitney
U test)
Particulars Value
Mann-Whitney U 1286.000
Wilcoxon W 2826.000
Z -1.552
p-value .121
Sources: Primary data
Interpretation: Since p-value for the Mann-Whitney U test is greater than that of
0.05 indicates no significant of difference between respective parameters. The higher
mean rank indicates more satisfaction of Work-Life balance.
5.3.3.43 Mean Rank Table:
Table No. 5.3.3.43
Comparison between distance 25 to 30 km & more than 30 km (Mean Rank
Table)
Particulars Mean Rank Sum of Ranks
25 to 30 km 47.64 2239.00
More than 30 km 54.80 3014.00
Sources: Primary data

243
5.3.3.44 Mann-Whitney U test:
Table No. 5.3.3.44
Comparison between distance 25 to 30 km & more than 30 km (Mann-Whitney
U test)
Particulars Value
Mann-Whitney U 1111.000
Wilcoxon W 2239.000
Z -1.429
p-value .153
Sources: Primary data
Interpretation: Since p-value for the Mann-Whitney U test is greater than that of
0.05 indicates no significant of difference between respective parameters. The higher
mean rank indicates more satisfaction of Work-Life balance.
5.3. 4 Comparison against Gender:
Table No. 5.3 4
Descriptive Statistics of Work-Life Balance
OWORK-LIFE BALANCE
Gender
Median Mean Standard Deviation
Male 3.00 3.13 .77
Female 3.00 2.81 .69
Sources: Primary data
5.3.4.1 Mean Rank Table:
Table No. 5.3.4.1
Mean Rank Table
Particulars Mean Rank Sum of Ranks
Male 273.70 87310.50
Female 214.38 39445.50
Sources:Primary data
5.3.4.2 Mann-Whitney U test:
Table No. 5.3.4.2
Mann-Whitney U test
Particulars Value
Mann-Whitney U 22425.500

244
Wilcoxon W 39445.500
Z -4.869
p-value .000
Sources: primary data
Interpretation: Since p-value for the Mann-Whitney U test is less than that of 0.05
indicates significant of difference between respective parameters. The higher mean
rank indicates more satisfaction of Work-Life balance. The Work-Life balance score
of males is significantly better than female. This is because, female employees have to
give equal time to their families and have more responsibilities.

Conclusion: Since p-value for the Work-Life balance score against different
demographic parameters is significantly less than that of 0.05 indicates that we should
reject null hypothesis and conclude that there is significant of difference of average
Work-Life balance when compared between age, gender and distance travelled.

5. 3.5 Personal Liking comparison:

The personal Liking score in each of the category is comparing against the average
expected score i.e. 3. If the score is significantly more than 3 then we consider people
like to do respective work.
Data coding:
Table No. 5. 3.5
Data coding
Particulars Codes
I always like to do something new and challenging. Q15_1
I like to Influence others. Q15_2
I always like to working group whom I know more. Q15_3
I always like to help others. Q15_4
I prefer to work independently than that of groups. Q15_5
I like to be appreciated and awarded on my performance. Q15_6
I like to work in leadership and Administrative capacity. Q15_7
I am open to Share feelings and emotions with others. Q15_8
I want to be a part of significant decisions. Q15_9
Sources: Primary data

245
Descriptive Statistics:
Table No. 5. 3.5(1)
Descriptive Statistics
Particulars Median Mean Standard Deviation
Q15_1 4.00 3.83 1.04
Q15_2 4.00 3.80 1.03
Q15_3 4.00 3.67 1.00
Q15_4 4.00 3.65 1.02
Q15_5 4.00 3.53 1.01
Q15_6 4.00 3.59 1.05
Q15_7 4.00 3.74 1.01
Q15_8 4.00 3.79 1.03
Q15_9 4.00 3.70 .97
Sources: Primary data

Diagram No. 5.3

Descriptive Statistics

Column2
3.9
3.85
3.8
3.75
3.7
3.65
3.6
3.55
3.5
3.45
3.4
3.35
Q15_1 Q15_2 Q15_3 Q15_4 Q15_5 Q15_6 Q15_7 Q15_8 Q15_9

Sources: Table No. 5.38

246
5.3.5.1 Wilcoxon Signed rank test results:
Table No. 5.3.5.1
Wilcoxon Signed rank test results
Wilcoxon
Particulars p-value
Statistic
I always like to do something new and challenging. 55966.0 0.000
I like to Influence others. 55258.5 0.000
I always like to work in group whom I know more. 49885.5 0.000
I always like to help others. 50202.5 0.000
I prefer to work independently than that of groups. 43249.5 0.000
I like to be appreciated and awarded on my performance. 43632.0 0.000
I like to work in leadership and Administrative capacity. 49876.0 0.000
I am open to Share feelings and emotions with others. 54188.0 0.000
I want to be a part of significant decisions. 51170.5 0.000
Sources: Primary data
 Since p-value for the Wilcoxon Signed Rank test is less than that of 0.05
indicates that the average score for " I always like to do something new and
challenging." is significantly greater than 3. This indicates of respondents
significantly like to do this.
 Since p-value for the Wilcoxon Signed Rank test is less than that of 0.05
indicates that the average score for " I like to Influence others." is significantly
greater than 3. This indicates of respondents significantly like to do this.
 Since p-value for the Wilcoxon Signed Rank test is less than that of 0.05
indicates that the average score for " I always like to work in group whom I know
more." is significantly greater than 3. This indicates of respondents significantly like
to do this.
 Since p-value for the Wilcoxon Signed Rank test is less than that of 0.05
indicates that the average score for " I always like to help others." is significantly
greater than 3. This indicates of respondents significantly like to do this.
 Since p-value for the Wilcoxon Signed Rank test is less than that of 0.05
indicates that the average score for " I prefer to work independently than that of
groups. " is significantly greater than 3. This indicates of respondents significantly
like to do this.

247
 Since p-value for the Wilcoxon Signed Rank test is less than that of 0.05
indicates that the average score for " I like to be appreciated and awarded on my
performance." is significantly greater than 3. This indicates of respondents
significantly like to do this.
 Since p-value for the Wilcoxon Signed Rank test is less than that of 0.05
indicates that the average score for " I like to work in leadership and Administrative
capacity." is significantly greater than 3. This indicates of respondents significantly
like to do this.
 Since p-value for the Wilcoxon Signed Rank test is less than that of 0.05
indicates that the average score for " I am open to Share feelings and emotions with
others." is significantly greater than 3. This indicates of respondents significantly like
to do this.
 Since p-value for the Wilcoxon Signed Rank test is less than that of 0.05
indicates that the average scores for “I want to be a part of significant decisions." is
significantly greater than 3. This indicates of respondents significantly like to do this.
5.3.6 Comparison of the Work-Life balance:
Table No. 5.3.6
Data coding
Codes Particulars
Q16_1 I get personal time to do regular exercise, meditation and Yoga every day.
Q16_2 I am able to fulfill all financial requirements of my family.
Q16_3 I get enough leisure time to spend with my family and friends whenever
required.
Q16_4 I could attend school functions and meetings of children as per their wish.
Q16_5 I am allowed contacting my family/friend during working hours if required.
Q16_6 Organization strictly follows schedule as per the standard and defined HR
policies.
Q16_7 I meet the expectations of my colleagues and work mates.
Q16_8 I am left out with good energy levelat the end of the working day.
Q16_9 My organization has policy which allows me to participate in community
activities and religious commitments.
Q16_10 There is always a team which works on a project so that work will not stop

248
 in my absence also.
Q16_11 I get enough holidays to spend time with my family.
Q16_12 I am stressed due to handling more than one project at a time.
Q16_13 I love to do the kind of work I do ,without
Anystress.
Q16_14 I am satisfied with my salary, pay and perks and working hours.
Q16_15 The organization provides pleasant working conditions.
Q16_16 I enjoy my privileges I am offered by the organization.
Q16_17 The organization always support in all respect whenever needed.
Q16_18 I am clearly informed about the job profile and objective in job.
Q16_19 I get compensated for extra efforts in the organization besides my regular
jobs.
Q16_20 Organization has policies for promotion which are based on performance.
Q16_21 I am satisfied with my family life.
Q16_22 I am provided with medical facility at work place.
Q16_23 Company provides medical insurance to take care of health related issues of
me and my family.
Q16_24 My organization takes care of admissions of my children in case of change
of location of my job due to any reason.
Q16_25 My organization takes care of my family in case I am on project out of the
country.
Q16_26 My organization provides national and international holiday facilities to
take care of family holidays.
Q16_27 My organization is providing counselling services to take care of job stress.
Q16_28 My organization provides physical exercise facility to take care of my
physical health.

249
Table No. 5.3.6(1)
Basic Data Distribution
SD D NAND A SA
Codes
Count % Count % Count % Count % Count %
Q16_1 34 6.8% 112 22.3% 181 36.0% 118 23.5% 58 11.5%
Q16_2 35 7.0% 81 16.1% 194 38.6% 151 30.0% 42 8.3%
Q16_3 114 22.7% 113 22.5% 183 36.4% 79 15.7% 14 2.8%
Q16_4 49 9.7% 73 14.5% 160 31.8% 132 26.2% 89 17.7%
Q16_5 33 6.6% 69 13.7% 171 34.0% 141 28.0% 89 17.7%
Q16_6 57 11.3% 104 20.7% 191 38.0% 114 22.7% 37 7.4%
Q16_7 68 13.5% 93 18.5% 181 36.0% 119 23.7% 42 8.3%
Q16_8 52 10.3% 80 15.9% 178 35.4% 140 27.8% 53 10.5%
Q16_9 48 9.5% 64 12.7% 173 34.4% 153 30.4% 65 12.9%
Q16_10 36 7.2% 77 15.3% 169 33.6% 133 26.4% 88 17.5%
Q16_11 39 7.8% 56 11.1% 175 34.8% 144 28.6% 89 17.7%
Q16_12 49 9.7% 88 17.5% 199 39.6% 123 24.5% 44 8.7%
Q16_13 45 8.9% 100 19.9% 173 34.4% 137 27.2% 48 9.5%
Q16_14 58 11.5% 89 17.7% 184 36.6% 129 25.6% 43 8.5%
Q16_15 24 4.8% 70 13.9% 159 31.6% 143 28.4% 107 21.3%
Q16_16 53 10.5% 98 19.5% 174 34.6% 134 26.6% 44 8.7%
Q16_17 44 8.7% 69 13.7% 201 40.0% 137 27.2% 52 10.3%
Q16_18 107 21.3% 116 23.1% 167 33.2% 90 17.9% 23 4.6%
Q16_19 26 5.2% 68 13.5% 166 33.0% 160 31.8% 83 16.5%
Q16_20 21 4.2% 67 13.3% 163 32.4% 171 34.0% 81 16.1%
Q16_21 27 5.4% 67 13.3% 183 36.4% 153 30.4% 73 14.5%
Q16_22 44 8.7% 84 16.7% 189 37.6% 144 28.6% 42 8.3%
Q16_23 51 10.1% 93 18.5% 190 37.8% 130 25.8% 39 7.8%
Q16_24 59 11.7% 106 21.1% 203 40.4% 111 22.1% 24 4.8%
Q16_25 39 7.8% 59 11.7% 170 33.8% 139 27.6% 96 19.1%
Q16_26 22 4.4% 39 7.8% 151 30.0% 178 35.4% 113 22.5%
Q16_27 22 4.4% 57 11.3% 159 31.6% 180 35.8% 85 16.9%
Q16_28 69 13.7% 104 20.7% 172 34.2% 116 23.1% 42 8.3%

250
5.3.6.1 Comparison of proportion for Work-Life balance:
Table No. 5.3.6.1
Comparison of proportion for Work-Life balance
Observed p-
Category N
Prop. value

I get personal time to do regular exercise, NAND+D+SD 327 65% 0.000

meditation and Yoga every day.
SA + A 176 35%

I am able to fulfil all financial requirements of my NAND+D+SD 310 62% 0.000

family.
SA + A 193 38%

I get enough leisure time to spend with my family NAND+D+SD 410 82% 0.000
and friends whenever required.
SA + A 93 18%

I could attend school functions and meetings of NAND+D+SD 282 56% 0.007
children as per their wish.
SA + A 221 44%

I am allowed to contact my family/friend during NAND+D+SD 273 54% 0.061

working hours if required.
SA + A 230 46%

Organization strictly follows schedule as per the NAND+D+SD 352 70% 0.000
standard and defined HR policies.
SA + A 151 30%

I meet the expectations of my colleagues and NAND+D+SD 342 68% 0.000

workmates.
SA + A 161 32%

I am left out with good energy level at the end of NAND+D+SD 310 62% 0.000
the working day.
SA + A 193 38%
My organization has policy which allows me to NAND+D+SD 285 57% 0.003
participate in community activities and religious
commitments. SA + A 218 43%

There is always a team which works on a project NAND+D+SD 282 56% 0.007
so that work will not stop in my absence also.
SA + A 221 44%

251
I get enough holidays to spend time with my NAND+D+SD 270 54% 0.108
family.
SA + A 233 46%

I am stressed due to handling more than one NAND+D+SD 336 67% 0.000
project at a time.
SA + A 167 33%

I love to do the kind of work I do, without any NAND+D+SD 318 63% 0.000
stress.
SA + A 185 37%

I am satisfied with my salary, pay and perks and NAND+D+SD 331 66% 0.000
working hours.
SA + A 172 34%

The organization provides pleasant working NAND+D+SD 253 50% 0.929

conditions.
SA + A 250 50%

I enjoy my privileges I am offered by the NAND+D+SD 325 65% 0.000

organization.
SA + A 178 35%

The organization always support in all respect NAND+D+SD 314 62% 0.000
whenever needed.
SA + A 189 38%

I am clearly informed about the job profile and NAND+D+SD 390 78% 0.000
objective in job.
SA + A 113 22%

I get compensated for my extra efforts in the NAND+D+SD 260 52% 0.476
organization besides my regular jobs.
SA + A 243 48%

Organization has policies for promotion which are NAND+D+SD 251 50% 1.000
based on performance.
SA + A 252 50%

NAND+D+SD 277 55% 0.026

I am satisfied with my family life.
SA + A 226 45%

NAND+D+SD 317 63% 0.000

I am provided with medical facility at work place.
SA + A 186 37%

252
 Company provides medical insurance to take care NAND+D+SD 334 66% 0.000
of health related issues of me and my family.
SA + A 169 34%
My organization takes care of admissions of my NAND+D+SD 368 73% 0.000
children in case of change of location of my job
due to any reason. SA + A 135 27%

My organization takes care of my family in case I NAND+D+SD 268 53% 0.154

am on project out of the country.
SA + A 235 47%
My organization provides national
and NAND+D+SD 212 42% 0.000
international holiday facilities to take care of
family holidays. SA + A 291 58%

My organization is providing counselling services NAND+D+SD 238 47% 0.246

to take care of job stress.
SA + A 265 53%

My organization provides physical exercise facility NAND+D+SD 345 69% 0.000

to take care of my physical health.
SA + A 158 31%

Interpretation:

 Since p-value for the Binomial test is less than that of 0.05 indicates that the
proportion for Agreeness and Disagreeness for "I get personal time to do regular
exercise, meditation and Yoga every day." Is significantly different. This indicates
that of respondents those who agree on this category of WORK-LIFE BALANCE are
significantly less than that Disagree.
 Since p-value for the Binomial test is less than that of 0.05 indicates that the
proportion for Agreeness and Disagreeness for "I am able to fulfil all financial
requirements of my family." is significantly different. This indicates that of
respondents those who Agree on this category of WORK-LIFE BALANCE are
significantly less than those Disagree.
 Since p-value for the Binomial test is less than that of 0.05 indicates that the
proportion for Agreeness and Disagreeness for "I get enough leisure time to spend
with my family and friends whenever required." is significantly different. This

253
indicates that of respondents those who agree on this category of WORK-LIFE
BALANCE are significantly less than that Disagree.
 Since p-value for the Binomial test is less than that of 0.05 indicates that the
proportion for Agreeness and Disagreeness for "I could attend school functions and
meetings of children as per their wish." Is significantly different. This indicates that
of respondents those who agree on this category of WORK-LIFE BALANCE are
significantly less than those Disagree.
 Since p-value for the Binomial test is greater than that of 0.05 indicates that
the proportion for Agree and Disagree for "I am allowed to contact my family/friend
during working hours if required." is almost same. This indicates that of respondents
are equally divided in their opinion on agreeness and disagreeness.
 Since p-value for the Binomial test is less than that of 0.05 indicates that the
proportion for Agreeness and Disagreeness for "Organization strictly follows schedule
as per the standard and defined HR policies." is significantly different. This indicates
that of respondents those who agree on this category of WORK-LIFE BALANCE are
significantly less than that Disagree.
 Since p-value for the Binomial test is less than that of 0.05 indicates that the
proportion for Agreeness and Disagreeness for "I meet the expectations of my
colleagues and workmates." is significantly different. This indicates that of
respondents those who Agree on this category of WORK-LIFE BALANCE are
significantly less than those Disagree.
 Since p-value for the Binomial test is less than that of 0.05 indicates that the
proportion for Agreeness and Disagreeness for "I am left out with good energy level
at the end of the working day." is significantly different. This indicates that of
respondents those who Agree on this category of WORK-LIFE BALANCE are
significantly less than those Disagree.
 Since p-value for the Binomial test is less than that of 0.05 indicates that the
proportion for Agreeness and Disagreeness for "My organization has policy which
allows me to participate in community activities and religious commitments." is
significantly different. This indicates that of respondents those who Agree on this
category of WORK-LIFE BALANCE are significantly less than those Disagree.
 Since p-value for the Binomial test is less than that of 0.05 indicates that the
proportion for Agreeness and Disagreeness for "There is always a team which works

254
on a project so that work will not stop in my absence also. "Is significantly different.
This indicates that of respondents those who Agree on this category of WORK-LIFE
BALANCE are significantly less than those Disagree.
 Since p-value for the Binomial test is greater than that of 0.05 indicates that
the proportion for Agree and Disagree for "I get enough holidays to spend time with
my family." is almost same. This indicates that of respondents are equally divided in
their opinion on agreeness and disagreeness.
 Since p-value for the Binomial test is less than that of 0.05 indicates that the
proportion for Agreeness and Disagreeness for "I am stressed due to handling more
than one project at a time." is significantly different. This indicates that of
respondents those who agree on this category of WORK-LIFE BALANCE are
significantly less than that Disagree.
 Since p-value for the Binomial test is less than that of 0.05 indicates that the
proportion for Agreeness and Disagreeness for "I love to do the kind of work I do,
without any stress." is significantly different. This indicates that of respondents those
who Agree on this category of WORK-LIFE BALANCE are significantly less than
those Disagree.
 Since p-value for the Binomial test is less than that of 0.05 indicates that the
proportion for Agreeness and Disagreeness for "I am satisfied with my salary, pay and
perks and working hours." is significantly different. This indicates that of
respondents those who Agree on this category of WORK-LIFE BALANCE are
significantly less than those Disagree.
 Since p-value for the Binomial test is greater than that of 0.05 indicates that
the proportion for Agree and Disagree for "The organization provides pleasant
working conditions." is almost same. This indicates that of respondents are equally
divided in their opinion on agreeness and disagreeness.
 Since p-value for the Binomial test is less than that of 0.05 indicates that the
proportion for Agreeness and Disagreeness for "I enjoy my privileges I am offered by
the organization." is significantly different. This indicates that of respondents those
who Agree on this category of WORK-LIFE BALANCE are significantly less than
those Disagree.
 Since p-value for the Binomial test is less than that of 0.05 indicates that the
proportion for Agreeness and Disagreeness for "The organization always support in

255
all respect whenever needed." is significantly different. This indicates that of
respondents those who Agree on this category of WORK-LIFE BALANCE are
significantly less than those Disagree.
 Since p-value for the Binomial test is less than that of 0.05 indicates that the
proportion for Agreeness and Disagreeness for "I am clearly informed about the job
profile and objective in job." is significantly different. This indicates that of
respondents those who Agree on this category of WORK-LIFE BALANCE are
significantly less than those Disagree.
 Since p-value for the Binomial test is greater than that of 0.05 indicates that
the proportion for Agree and Disagree for "I get compensated for my extra efforts in
the organization besides my regular jobs." is almost same. This indicates that of
respondents are equally divided in their opinion on agreeness and disagreeness.
 Since p-value for the Binomial test is greater than that of 0.05 indicates that
the proportion for Agree and Disagree for "Organization has policies for promotion
which are based on performance." is almost same. This indicates that of respondents
are equally divided in their opinion on agreeness and disagreeness.
 Since p-value for the Binomial test is less than that of 0.05 indicates that the
proportion for Agreeness and Disagreeness for "I am satisfied with my family life." is
significantly different. This indicates that of respondents those who Agree on this
category of WORK-LIFE BALANCE are significantly less than those Disagree.
 Since p-value for the Binomial test is less than that of 0.05 indicates that the
proportion for Agreeness and Disagreeness for "I am provided with medical facility at
work place." is significantly different. This indicates that of respondents those who
Agree on this category of WORK-LIFE BALANCE are significantly less than those
Disagree.
 Since p-value for the Binomial test is less than that of 0.05 indicates that the
proportion for Agreeness and Disagreeness for "Company provides medical insurance
to take care of health related issues of myself and my family." is significantly
different. This indicates that of respondents those who Agree on this category of
WORK-LIFE BALANCE are significantly less than those Disagree.
 Since p-value for the Binomial test is less than that of 0.05 indicates that the
proportion for Agreeness and Disagreeness for "My organization takes care of
admissions of my children in case of change of location of my job due to any reason."

256
is significantly different. This indicates that of respondents those who Agree on this
category of WORK-LIFE BALANCE are significantly less than those Disagree.
 Since p-value for the Binomial test is greater than that of 0.05 indicates that
the proportion for Agree and Disagree for "My organization takes care of my family
in case I am on project out of the country." is almost same. This indicates that of
respondents are equally divided in their opinion on agreeness and disagreeness.
 Since p-value for the Binomial test is less than that of 0.05 indicates that the
proportion for Agreeness and Disagreeness for "My organization provides national
and international holiday facilities to take care of family holidays." is significantly
different. This indicates that of respondents those who Agree on this category of
WORK-LIFE BALANCE are significantly less than those Disagree.
 Since p-value for the Binomial test is greater than that of 0.05 indicates that
the proportion for Agree and Disagree for "My organization is providing counseling
services to take care of job stress." is almost same. This indicates that of respondents
are equally divided in their opinion on agreeness and disagreeness.
 Since p-value for the Binomial test is less than that of 0.05 indicates that the
proportion for Agreeness and Disagreeness for "My organization provides physical
exercise facility to take care of my physical health." is significantly different. This
indicates that of respondents those who Agree on this category of WORK-LIFE
BALANCE are significantly less than those Disagree.

5.3.7 Comparison of parameters of WORK-LIFE BALANCE with each other:

Table No. 5.3.7
Descriptive Statistics of Parameters of Work-Life Balance
Particulars Median Mean Standard Deviation
Q16_1 3.00 3.11 1.09
Q16_2 3.00 3.17 1.02
Q16_3 3.00 2.53 1.09
Q16_4 3.00 3.28 1.20
Q16_5 3.00 3.37 1.12
Q16_6 3.00 2.94 1.09
Q16_7 3.00 2.95 1.14
Q16_8 3.00 3.12 1.12

257
Q16_9 3.00 3.24 1.13
Q16_10 3.00 3.32 1.14
Q16_11 3.00 3.37 1.13
Q16_12 3.00 3.05 1.08
Q16_13 3.00 3.09 1.10
Q16_14 3.00 3.02 1.11
Q16_15 3.00 3.48 1.11
Q16_16 3.00 3.04 1.11
Q16_17 3.00 3.17 1.07
Q16_18 3.00 2.61 1.14
Q16_19 3.00 3.41 1.07
Q16_20 4.00 3.45 1.04
Q16_21 3.00 3.35 1.05
Q16_22 3.00 3.11 1.06
Q16_23 3.00 3.03 1.08
Q16_24 3.00 2.87 1.04
Q16_25 3.00 3.39 1.15
Q16_26 4.00 3.64 1.05
Q16_27 4.00 3.50 1.04
Q16_28 3.00 2.92 1.15

5.3.7.1 Mean Rank Table:

Table No. 5.3.7.1
Comparison of parameters of WORK-LIFE BALANCE with each other (Mean
Rank Table)
Code Question Mean Rank
Q16_1 I get personal time to do regular exercise, meditation and Yoga 6775.25
every day.
Q16_2 I am able to fulfill all financial requirements of my family. 7048.46
Q16_3 I get enough leisure time to spend with my family and friends 4939.84
whenever required.
Q16_4 I could attend school functions and meetings of children as per 7455.71

258
 their wish.
Q16_5 I am allowed contacting my family/friend during working hours 7735.88
if required.
Q16_6 Organization strictly follows schedule as per the standard and 6251.75
defined HR policies.
Q16_7 I meet the expectations of my colleagues and workmates. 6326.57
Q16_8 I am left out with good energy level at the end of the working 6932.07
day.
Q16_9 My organization has policy which allows me to participate in 7374.00
community activities and religious commitments.
Q16_10 There is always a team which works on a project so that work 7561.93
will not stop in my absence also.
Q16_11 I get enough holidays to spend time with my family. 7790.89
Q16_12 I am stressed due to handling more than one project at at time. 6631.22
Q16_13 I love to do the kind of work I do, without any stress. 6766.51
Q16_14 I am satisfied with my salary, pay and perks and working hours. 6564.76
Q16_15 The organization provides pleasant working conditions. 8098.57
Q16_16 I enjoy my privileges I am offered by the organization. 6611.62
Q16_17 The organization always support in all respect whenever 7057.59
needed.
Q16_18 I am clearly informed about the job profile and objective in job. 5217.24
Q16_19 I get compensated for me extra efforts in the organization 7899.12
besides my regular jobs.
Q16_20 Organization has policies for promotion which are based on 8027.80
performance.
Q16_21 I am satisfied with my family life. 7692.81
Q16_22 I am provided with medical facility at work place. 6868.59
Q16_23 Company provides medical insurance to take care of health 6563.59
related issues of myself and my family.
Q16_24 My organization takes care of admissions of my children in case 6005.29
of change of location of my job due to any reason.
Q16_25 My organization takes care of my family in case I am on project 7824.96

259
 out of the country.
Q16_26 My organization provides national and international holiday 8733.52
facilities to take care of family holidays.
Q16_27 My organization is providing counseling services to take care of 8224.16
job stress.
Q16_28 My organization provides physical exercise facility to take care 6210.31
of my physical health.
Sources: Primary data

5.3.7.2 Kruskal-Wallis test result:

Table No. 5.3.7.2
Kruskal-Wallis test result
Particulars Value
Chi-Square 699.142
Df 27
p-value .000
Sources: Primary data
Interpretation: Since p-value for the Kruskal-Wallis test is less than that of 0.05
indicates the average score for each of the WORK-LIFE BALANCE is not same.
Some of the parameters have got very less score and some are better. The lower mean
rank score indicates the poor WORK-LIFE BALANCE score for that parameter. It
shows that, all the factors do not show same sort of association with Work-Life
balance. Some have more impact on it whereas some have less impact.
To find the exact significance we have used Dunn‟s Post Hoc test. The result of the
test follows:

260
5.3.7.2 Dunn‟s test result:
Table No. 5.3.7.2 (1)
Comparison of parameters of WORK-LIFE BALANCE with each other (Dunn‟s
test result)
Q Q1 Q1 Q1 Q1 Q1 Q1 Q1 Q1 Q1 Q1 Q1 Q1 Q1 Q1
6_ 6_ 6_ 6_ 6_ 6_ 6_ 6_ 6_ 6_1 6_1 6_1 6_1 6_1
1 2 3 4 5 6 7 8 9 0 1 2 3 4
Q1 1.0
6_2 00 - - - - - - - - - - - - -
Q1 0.0 0.0
6_3 00 00 - - - - - - - - - - - -
Q1 0.8 1.0 0.0
6_4 87 00 00 - - - - - - - - - - -
Q1 0.0 0.8 0.0 1.0
6_5 21 19 00 00 - - - - - - - - - -
Q1 1.0 0.2 0.0 0.0 0.0
6_6 00 18 00 00 00 - - - - - - - - -
Q1 1.0 0.5 0.0 0.0 0.0 1.0
6_7 00 46 00 01 00 00 - - - - - - - -
Q1 1.0 1.0 0.0 1.0 0.1 0.8 1.0
6_8 00 00 00 00 99 87 00 - - - - - - -
Q1 1.0 1.0 0.0 1.0 1.0 0.0 0.0 1.0
6_9 00 00 00 00 00 01 05 00 - - - - - -
Q1
6_1 0.2 1.0 0.0 1.0 1.0 0.0 0.0 1.0 1.0
0 47 00 00 00 00 00 00 00 00 - - - - -
Q1
6_1 0.0 0.4 0.0 1.0 1.0 0.0 0.0 0.0 1.0 1.0
1 08 28 00 00 00 00 00 95 00 00 - - - -
Q1
6_1 1.0 1.0 0.0 0.1 0.0 1.0 1.0 1.0 0.4 0.0 0.0
2 00 00 00 52 02 00 00 00 28 33 01 - - -

261
Q1
6_1 1.0 1.0 0.0 0.8 0.0 1.0 1.0 1.0 1.0 0.2 0.0 1.0
3 00 00 00 06 18 00 00 00 00 21 07 00 - -
Q1
6_1 1.0 1.0 0.0 0.0 0.0 1.0 1.0 1.0 0.1 0.0 0.0 1.0 1.0
4 00 00 00 59 01 00 00 00 86 11 00 00 00 -
Q1
6_1 0.0 0.0 0.0 1.0 1.0 0.0 0.0 0.0 0.5 1.0 1.0 0.0 0.0 0.0
5 00 05 00 00 00 00 00 01 31 00 00 00 00 00
Q1
6_1 1.0 1.0 0.0 0.1 0.0 1.0 1.0 1.0 0.3 0.0 0.0 1.0 1.0 1.0
6 00 00 00 16 01 00 00 00 35 24 00 00 00 00
Q1
6_1 1.0 1.0 0.0 1.0 0.8 0.1 0.4 1.0 1.0 1.0 0.4 1.0 1.0 1.0
7 00 00 00 00 99 94 91 00 00 00 79 00 00 00
Q1
6_1 0.0 0.0 1.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0
8 00 00 00 00 00 06 02 00 00 00 00 00 00 00
Q1
6_1 0.0 0.1 0.0 1.0 1.0 0.0 0.0 0.0 1.0 1.0 1.0 0.0 0.0 0.0
9 01 07 00 00 00 00 00 19 00 00 00 00 01 00
Q1
6_2 0.0 0.0 0.0 1.0 1.0 0.0 0.0 0.0 1.0 1.0 1.0 0.0 0.0 0.0
0 00 15 00 00 00 00 00 02 00 00 00 00 00 00
Q1
6_2 0.0 1.0 0.0 1.0 1.0 0.0 0.0 0.3 1.0 1.0 1.0 0.0 0.0 0.0
1 40 00 00 00 00 00 00 38 00 00 00 04 35 01
Q1
6_2 1.0 1.0 0.0 1.0 0.0 1.0 1.0 1.0 1.0 0.7 0.0 1.0 1.0 1.0
2 00 00 00 00 85 00 00 00 00 71 37 00 00 00
Q1
6_2 1.0 1.0 0.0 0.0 0.0 1.0 1.0 1.0 0.1 0.0 0.0 1.0 1.0 1.0
3 00 00 00 58 01 00 00 00 84 11 00 00 00 00

262
Q1
6_2 0.3 0.0 0.0 0.0 0.0 1.0 1.0 0.0 0.0 0.0 0.0 1.0 0.3 1.0
4 08 05 04 00 00 00 00 35 00 00 00 00 38 00
Q1
6_2 0.0 0.2 0.0 1.0 1.0 0.0 0.0 0.0 1.0 1.0 1.0 0.0 0.0 0.0
5 05 83 00 00 00 00 00 58 00 00 00 00 04 00
Q1
6_2 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0
6 00 00 00 00 11 00 00 00 00 01 27 00 00 00
Q1
6_2 0.0 0.0 0.0 0.3 1.0 0.0 0.0 0.0 0.1 1.0 1.0 0.0 0.0 0.0
7 00 00 00 12 00 00 00 00 07 00 00 00 00 00
Q1
6_2 1.0 0.1 0.0 0.0 0.0 1.0 1.0 0.5 0.0 0.0 0.0 1.0 1.0 1.0
8 00 26 00 00 00 00 00 46 01 00 00 00 00 00
Source: Primary

Table No. 5.3.7.3

Association test of reasons with Work-Life balance
Q Q1 Q1 Q1 Q1 Q1 Q1 Q1 Q1 Q1 Q1 Q1 Q1 Q1
6_1 6_1 6_1 6_1 6_1 6_2 6_2 6_2 6_2 6_2 6_2 6_2 6_2
5 6 7 8 9 0 1 2 3 4 5 6 7
Q1
6_1 0.0
6 00 - - - - - - - - - - - -
Q1
6_1 0.0 1.0
7 05 00 - - - - - - - - - - -
Q1
6_1 0.0 0.0 0.0
8 00 00 00 - - - - - - - - - -
Q1 1.0 0.0 0.1 0.0
6_1 00 00 20 00 - - - - - - - - -

263
9
Q1
6_2 1.0 0.0 0.0 0.0 1.0
0 00 00 18 00 00 - - - - - - - -
Q1
6_2 1.0 0.0 1.0 0.0 1.0 1.0
1 00 03 00 00 00 00 - - - - - - -
Q1
6_2 0.0 1.0 1.0 0.0 0.0 0.0 0.1
2 00 00 00 00 07 01 52 - - - - - -
Q1
6_2 0.0 1.0 1.0 0.0 0.0 0.0 0.0 1.0
3 00 00 00 00 00 00 01 00 - - - - -
Q1
6_2 0.0 1.0 0.0 0.2 0.0 0.0 0.0 0.0 1.0
4 00 00 05 44 00 00 00 90 00 - - - -
Q1
6_2 1.0 0.0 0.3 0.0 1.0 1.0 1.0 0.0 0.0 0.0
5 00 00 15 00 00 00 00 22 00 00 - - -
Q1
6_2 1.0 0.0 0.0 0.0 0.1 0.6 0.0 0.0 0.0 0.0 0.0
6 00 00 00 00 32 63 05 00 00 00 46 - -
Q1
6_2 1.0 0.0 0.0 0.0 1.0 1.0 1.0 0.0 0.0 0.0 1.0 1.0
7 00 00 01 00 00 00 00 00 00 00 00 00 -
Q1
6_2 0.0 1.0 0.1 0.0 0.0 0.0 0.0 1.0 1.0 1.0 0.0 0.0 0.0
8 00 00 12 12 00 00 00 00 00 00 00 00 00
Sources: Primary Data

Interpretation:
p- value less than that of 0.05 indicates significance of difference between respective
parameters.

264
All the values which are less than 0.05 show significant association with Work-Life
balance. Majority of them are related to gender, distance, age, facility provided,
support and co-cooperation.
5.3.8. Comparison of WORK-LIFE BALANCE parameters in each of the
individual category:
Dunn‟s test result:

5.3.8.1 Compensation and Benefits:

Table No5.3.8.1
Comparison of Work-Life Balance Parameters (Compensation And Benefits)
Particulars Q16_14 Q16_16 Q16_17 Q16_19 Q16_20
Q16_16 1.000 - - - -
Q16_17 1.000 1.000 - - -
Q16_19 0.000 0.000 0.120 - -
Q16_20 0.000 0.000 0.018 1.000 -
Q16_22 1.000 1.000 1.000 0.007 0.001
Sources: Primary data
Interpretation:
p- Value less than that of 0.05 indicates significance of difference between respective
parameters.

5.3.8.2 Family
Table No. 5.3.8.2
Comparison of WORK-LIFE BALANCE parameters (Family)

Para Family Family Family Family Family Family

Particulars Q Q16_2 Q16_4 Q16_11 Q16_23 Q16_26 Q16_27

Family Q16_4 1.000 - - - - -
Family Q16_11 0.428 1.000 - - - -
Family Q16_23 1.000 0.058 0.000 - - -
Family Q16_26 0.000 0.000 0.027 0.000 - -
Family Q16_27 0.000 0.312 1.000 0.000 1.000 -
Family Q16_28 0.126 0.000 0.000 1.000 0.000 0.000
Sources: Primary data

265
Interpretation:
P- Value less than that of 0.05 indicates significance of difference between respective
parameters.
5.3.8.3 Personal:
Table No. 5.3.8.3
Comparison of Work-Life Balance Parameters (Personal)

Personal Personal Personal

Particulars Q Q16_1 Q16_8

Personal Q16_8 1.000 -
Personal Q16_21 0.040 0.338
Sources: Primary data
Interpretation:
P- Value less than that of 0.05 indicates significance of difference between respective
parameters.

5.3.8.4 Social needs:

Table No. 5.3.8.4
Comparison of WORK-LIFE BALANCE parameters (Social needs)

Para Social needs Social needs

Particulars Q Q16_3 Q16_5

Social needs Q16_5 0.000 -
Social needs Q16_9 0.000 1.000
Sources: Primary data
Interpretation:
p- Value less than that of 0.05 indicates significance of difference between respective
parameters.

266
5.3.8.5 Work culture:
Table No. 5.3.8.5
Comparison of WORK-LIFE BALANCE parameters (Work culture)
wor wor
work work work work work work
k k
cultur cultur cultur cultur cultur cultur
cult cultu
e e e e e e
Para ure re
Particu Q Q1 Q16 Q16_ Q16_ Q16_ Q16_ Q16_ Q16_
lars 6_6 _7 10 12 13 15 18 24
work Q16_ 1.00
culture 7 0 - - - - - - -
work Q16_ 0.00 0.00
culture 10 0 0 - - - - - -
work Q16_ 1.00 1.00
culture 12 0 0 0.033 - - - - -
work Q16_ 1.00 1.00
culture 13 0 0 0.221 1.000 - - - -
work Q16_ 0.00 0.00
culture 15 0 0 1.000 0.000 0.000 - - -
work Q16_ 0.00 0.00
culture 18 6 2 0.000 0.000 0.000 0.000 - -
work Q16_ 1.00 1.00
culture 24 0 0 0.000 1.000 0.338 0.000 0.244 -
work Q16_ 0.00 0.00
culture 25 0 0 1.000 0.000 0.004 1.000 0.000 0.000
Sources: Primary data
Interpretation:
p- Value less than that of 0.05 indicates significance of difference between respective
parameters.

267
5.4 Hypothesis 3
H0: There is no relationship between WORK-LIFE BALANCE satisfaction towards
Family life, Work culture, Social and personal Need & Compensation & Benefit with
overall Work-Life balance.
H1: There is relationship between WORK-LIFE BALANCE satisfaction towards
Family life, Work culture, Social and personal Need with overall Work-Life balance.
5.4.1 Family:
Correlation of Family and overall Work-Life balance:
Table No. 5.4.1
Correlation of Family and overall Work-Life balance
OWORK-LIFE
Q
BALANCE p-value
Q16_2 .079 .078
Q16_4 -.030 .499
Q16_11 .016 .718
Q16_23 .112* .012
**
Q16_26 -.203 .000
Q16_27 -.132** .003
Q16_28 .079 .078
Sources: Primary data
Interpretation: Since p-value for the correlation is less than that of 0.05 indicates
that we should reject null hypothesis and conclude that there is association of some
parameters of family need and overall Work-Life balance.
5.4.2 Correlation of Family as a whole and overall Work-Life balance:
Table No. 5.4.2
Correlation Analysis of Family and Work-Life Balance
Particulars Value
Correlation Coefficient -.003
P-value .939
Sources: Primary data
Interpretation: Since p-value for the correlation is greater than that of 0.05 indicates
that we should not reject null hypothesis and conclude that, there is no association of
family need as a whole and overall Work-Life balance. If family needs are fulfilled,

268
employees feel satisfied and focus more on job. It enables them to have more
concentration. If there are family issues related to relationships, finance, time, it
affects Work-Life balance of the employees badly.
5.4.3 Personal:
Correlation of Personal and overall Work-Life balance:
Table No. 5.4.3
Correlation of Personal and overall Work-Life balance
OWORK-LIFE
Q
BALANCE p-value
Q16_1 .047 .289
Q16_8 .044 .325
Q16_21 .059 .186
Sources: Primary data
Interpretation: Since p-value for the correlation is greater than that of 0.05 indicates
that we should not reject null hypothesis and conclude that there is no association of
some parameters of family need and overall Work-Life balance.
5.4.4 Correlation of Personal as a whole and overall Work-Life balance:

Table No. 5.4.4

Correlation of Personal as a whole and overall Work-Life balance

Particulars Value
Correlation Coefficient .061
p-value .171
Sources: Primary data
Interpretation:
Since p-value for the correlation is greater than that of 0.05 indicates that we should
not reject null hypothesis and conclude that there is no association of personal need
and overall Work-Life balance. Unless employees are personally stable, happy and
contented, they will never be able to get adapted with work and also would be not
comfortable with family hours. The personal psyche plays an important role in
enabling employees to manage their Work-Life balance.

269
5.4.5 Social Need:
Correlation of Social Need and overall Work-Life balance:
Table No. 5.4.5
Correlation of Social Need and overall Work-Life balance
OWORK-LIFE
Q
BALANCE p-value
Q16_3 .269** .000
Q16_5 .063 .160
Q16_9 .131** .003
Sources: Primary data

Interpretation: Since p-value for the correlation is less than that of 0.05 indicates
that we should reject null hypothesis and conclude that there is association of some
parameters of social need and overall Work-Life balance.
5.4.6 Correlation of Social needs a whole and overall Work-Life balance:
Table No5.4.6
Association Test between Social Needs & Work-Life Balance
Particulars Value
Correlation Coefficient .212
p-value .000
Sources: Primary data
Interpretation:
Since p-value for the correlation is less than that of 0.05 indicates that we should
reject null hypothesis and conclude that there is association of social need and overall
Work-Life balance. Social needs are the needs which develop social sense of
employees. If they are able to meet their social needs such as friends, community and
other social relationships, they are able to manage their job well too. Therefore the
social need and WORK-LIFE BALANCE are positively correlated.

270
5.4.7 Work Culture:
Correlation of Work Culture and overall Work-Life balance:
Table No. 5.4.7
Correlation of Work Culture and overall Work-Life balance

OWORK-LIFE
Q
BALANCE p-value
Q16_6 .227** .000
Q16_7 .194** .000
Q16_10 .024 .595
Q16_12 .128** .004
Q16_13 .098* .028
Q16_15 -.075 .093
Q16_18 .243** .000
**
Q16_24 .176 .000
Q16_25 -.048 .282
Sources: Primary data
The above table clearly states that there is strong association between work culture
and the Work-Life balance. The organizational work culture plays an important role
in maintaining Work-Life balance. As the positive work culture results in positivity
among the employees, which in turn helps them to manage with their family matters.
P value is less than 1 shows that the work culture and WORK-LIFE BALANCE are
strongly associated.

5.4.8 Correlation of Work Culture as a whole and overall Work-Life balance:

Table No. 5.4.8
Association Test between Work Culture & Work-Life Balance
Particulars Value
Correlation Coefficient .143**
p-value .001
Sources: Primary data

271
Interpretation: Since p-value for the correlation is less than that of 0.05 indicates
that we should reject null hypothesis and conclude that there is association of work
culture and overall Work-Life balance.
Conclusion: As the correlation for personal and family is not significant indicates that
we partially reject null hypothesis for work culture and social need and retain for
Personal and family. There are different vies of different employees on it. Therefore
hypothesis is not fully accepted.
5.5 Hypothesis -4
H0: There is no association of facility provided (Compensation & Benefits) by
organization and overall Work-Life balance.
H1: There is association of facility provided (Compensation & Benefits) by
organization and overall Work-Life balance.
5.5.1 Correlation of facility provided (Compensation & Benefits) and overall
Work-Life balance:
Table No. 5.5.1
Correlation of facility provided (Compensation & Benefits) and overall Work-
Life balance
OWORK-LIFE
Q
BALANCE p-value
**
Q16_14 .156 .000
Q16_16 .145** .001
Q16_17 .123** .006
Q16_19 .004 .937
Q16_20 -.035 .432
Q16_22 .171** .000
Sources: Primary data
Interpretation: Since p-value for the correlation is less than that of 0.05 indicates
that we should reject null hypothesis and conclude that there is association of some
parameters of facility provided (Compensation & Benefits) and overall Work-Life
balance.

272
5.5.2 Correlation of facility provided (Compensation & Benefits) as a whole
and overall Work-Life balance – Co-efficient
Table No. 5.5.2
Correlation analysis
Particulars Value
Correlation Coefficient .111*
p-value .013
Sources: Primary data
Interpretation: Since p-value for the correlation is less than that of 0.05 indicates
that we should reject null hypothesis and conclude that There is association of facility
provided (Compensation & Benefits) by organization and overall Work-Life balance.
It clearly states that the facility provided by the organization motivates employees and
helps them to reduce stress which in further, helps to improve family conditions.

273
CHAPTER 6
FINDINGS, SUGGESTIONS AND CONCLUSION
_____________________________________________________________________

6.0 Introduction

6.1 Summary of Demographic Profile

6.2 Summary of Findings

6.3 Summary of Hypothesis and Interpretation

6.4 Suggestions and Recommendation.

6.5 Conclusion

6.6 Further scope of the study

6.7 Limitations of the Study

___________________________________________________________

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6.0 Introduction
The part of suggestions and recommendations strongly believes in the understanding
the efforts of the researcher considering his entire research process. These
recommendations are the outcome of his findings and expressions in words for a
solution to the problem. Here the study becomes more specific.
After taken into consideration various variables related with the Work-Life balance of
the employees in the IT sector in the thane district, the following findings have been
arrived at. The findings have been explained as:

 6.1 Demographic Profile

It consists of questions about employee‟s age, marital status, Annual Income; Gender
Etc. Employee‟s personal information is mentioned in this.

 6.2 Findings on WORK-LIFE BALANCE:

It consists of questions related with Work-Life balance and adjustment between two,
state of mind, personal feelings, morale, and motivation-related statements, etc.

6.1 DEMOGRAPHIC PROFILE:

 Gender of the Employees:
Out of the total 503 employees' Work-Life balance studied, 63.4 percent are males
and 36.6 percent are females. The numbers of males are more as compared to females
employed in the mall. The fixed time is less suitable for women to work in.
 Age of the Employees:
It is observed that 50.7 percent employees fall under the age group 26 to 35, 22.5
percent falls under the age group 36 to 45. 13.7 percent fall under the age group above
45 years and 13.1 percent fall under the below age 25.

 Work Experience:
 It is observed that out of 503 respondents only 38.6 percent have experience
for less than five years
 It is observed that out of 503 respondents 35.5 percent of employees have
experienced between 6 with 10 years.

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 Whereas only 25.9 percent of employees have experience of more than 10
years in the industry.

 Marital Status:
It is observed that out of 503 55.3 percent employees are unmarried had a status of
bachelor whereas 44.7 percent employees are married.

 Nature of Family:
 53 percent of employees belonged to a joint family system
 47 percent of employees belonged to nuclear families.

 Annual Income:
It is observed that out of 503 employees,
 20.9 percent of employees have an annual income of fewer than 2.5 lacs,
 27.2 percent of employees have an annual income between 2.5 to 5 lacs.
 23.7 percent of employees have an annual income between 5 to10 lacs.
 13.3 percent of employees have an income group between 10 lac to15 lacs
 14.9 percent of employees have an income of more than 15 lacs annually.

6.2 Summary of the findings

S-1: Doing challenging things
out of 503 employees ,2.8% mentioned not at all‟to the given statement as they do not
like to do anything challenging and new.5.8% mentioned „rarely „to the given
statement as they do new and challenging things occasionally and as they do not crave
for it. 30% mentioned 'Sometimes', to the given statement as they sometimes think in
an innovative way and also like challenges. 28.2% mentioned 'Frequently', with the
statements as many a times, they do things in a new way and challenging way. 33.2%
mentioned 'always' as they like to do things in a new and challenging way always and
do believe in it as a quality of work-life.

S-2: Influencing others

Out of 503 employees, 30.0 mentioned 'not at all' to the given statement as they do not
influence others and lack giving motivation to others. It might be because they

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themselves do not feel motivated. 5.4% mentioned „rarely „to the given statement as
they occasionally influence others. 30.2% mentioned „Sometimes „to the given
statement as they sometimes influence others in some way.31.2% mentioned
'Frequently' to the given statement as many a times, they influence others.30.2%
mentioned „always‟ to the given statement they always influence others by their work
culture and style of working or by thoughts.

S-3: Working in group

Out of 503 employees, 2.2% mentioned „not at all „to the given statement as they do
not agree that they like to work with groups known to them. 8.9% mentioned „rarely
„to the given statement as they rarely like to work in groups known to them.32.6%
mentioned „Sometimes„, to the given statement as they seldom like to work in groups
known to them32.6percent mentioned „Frequently‟, to the given statement as many a
time likes, they like to work in groups known with them and enjoy group
dynamics.23.7percent mentioned „always‟ to the given statement as they always like
to work in groups and prefer group dynamics and quality circles.

S-4: Helping others

Out of 503 employees, 4.0% mentioned „not at all.‟ to the given statement as they are
always able to help themselves and do not want to help others in any way. 6.6%
mentioned „rarely „to the given statement as they occasionally help others depending
upon the situation and time. mentioned „Sometimes „, to the given statements they
sometimes help others if they feel so .36.0percent mentioned „Frequently‟ to the given
statement as they most of the time, help others in their need and time. 21.9percent
mentioned „always‟ to the given statement as they do help others all the time
irrespective of time and situation constraints.

S-5: I prefer to work independently than that of groups

Out of 503 employees, 3.6% mentioned „not at all.‟ to the given statement they do not
like to work independently but in groups, as they lack self-confidence and motivation.
9.3% mentioned „rarely „, to the given statement they occasionally work
independently, otherwise like to work in groups. 35.2% mentioned „Sometimes „to the
given statement they work independently and do not prefer groups. 34.0percent
mentioned „Frequently‟, to the given statement they prefer to work by owners and not

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in groups.17.9percent mentioned „always' to the given statement they always prefer to
work independently being highly confident and self-motivated.

S-6: Like to get appreciated

Out of 503 employees,3.2% mentioned „not at all.‟ to the given statement as they do
not expect any appreciation and adoration for their performance. It shows their low
morale. 9.7% mentioned „rarely „to the given statement as they occasionally expect to
get appreciated and awarded for their work.35.8% mentioned „Sometimes „to the
given statement as they wish to get appreciated and awarded for their job
performance.
27.4percent mentioned 'Frequently' to the given statement as they most of the time,
they expect to get adored and awarded for their job performance.23.9percent
mentioned „always' to the given statement they wish to get appreciated and awarded
for their every performance and keep high morale to perform better always.

S-7: like to work as leader and administrator

Out of 503 employees, 2.2% mentioned „not at all‟ to the given statement as they do
not like to work as leaders and administrators. They lack initiative skills and prefer
with stick with the given duties. 7.0% mentioned „rarely „to the given statement as
they like to play the role of leaders and administrators occasionally.33.6% mentioned
'Sometimes 'to the given statement as they do lead others and also work in an
administrative capacity. 29.4percent mentioned „Frequently‟ to the given statement as
they like to be in the position of leaders and enjoy participating in administration.
27.8percent mentioned „always‟ to the given statements they always like to work in
the capacity of a leader and administrator because they like to take initiatives and
implement those.

S-8: sharing feelings with others

Out of 503 employees, 1.6% mentioned 'not at all.' to the given statement as they do
not like to share their feelings and emotions with others. They keep a conservative
attitude and are not open with all. 8.2% mentioned „rarely „to the given statement as
they occasionally share their feelings and emotions with others depending upon the
condition or situation.31.2% mentioned „Sometimes „to the given statement as they do
share their feelings and emotions with others sometimes. 27.8percent mentioned

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„Frequently‟ to the given statement as they are not conservative and often share their
feelings and emotions with others. 31.2percent mentioned „always‟ to the given
statements they are very open and believe in sharing feelings and emotions with
others and like to get stress free.

S-9: Participation in management decision

Out of 503 employees, 2.0% mentioned „not at all‟ to the given statement as they do
not like to participate in the managerial decision and always mind their own business.
7.4% mentioned „rarely‟ to the given statement as they occasionally feel to participate
in decision making.32.4% mentioned „Sometimes „to the given statement as they wish
to participate in the decisions related with organizational and employee benefits.
35.6percent mentioned „Frequently' to the given statement as they do participate in the
decision-making process. 22.7percent mentioned 'always' to the given statement as
they like to participate in the decision naming process and suggest productive advice
on significant issues.

Work-Life balance Statements-2

S-1: Getting personal time
Out of 503 employees,6.8% mentioned „strongly disagree' to the given statement as
they do not get time to maintain their physical health and hardly get time for exercise.
22.3% mentioned 'disagree to the given statement as they do not get time to maintain
their physical health and hardly get time for exercise.36.0% mentioned 'not agree or
disagree to the given statement as they do not want to share their physical fitness
23.5% mentioned 'agree 'to the given statement as they get time for regular exercise
and to perform yoga every day. 11.5% mentioned „strongly agree‟ to the given
statement as they get time for regular exercise and to perform yoga every day.

S- 2: fulfilling financial requirement of family

Out of 503 employees,7.0% mentioned „strongly disagree to the given statement as
they feel that they are not able to meet financial requirements of their family and face
financial problems. 16.1% mentioned disagreeing to the given statement as they feel
that they are not able to meet the financial requirements of their family and face
financial problems. 38.6% mentioned 'not agree or disagree to the given statement as

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they wish to keep their financial position unrevealed.30.0percent mentioned „agree to
the statement that they can fulfill all financial requirements of their family as they have
a sound salary and saving plans.8.3percent mentioned „strongly agree „to the statement
as they can fulfill all financial requirements of their family as they have a sound salary
and savings.

S-3: Getting leisure and time for family

Out of 503 employees22.7% mentioned „strongly disagree‟to the given statement as
they do not get quality time to spend with their family or friends. 22.5% mentioned
„disagree „to the given statement as they do not get quality time to spend with their
family or friends and miss it. 36.4% mentioned „not agree or not disagree to the given
statement as they are not ready to discuss their commitment towards family and
friends. 15.7percent mentioned „agree‟ to the given statement as they get enough
leisure time to spend with their family and friends whenever they feel to spend so.
8percent mentioned „strongly agree „to the given statement as they get enough leisure
time to spend with their family and friends whenever they feel with spend so.

S-4: Attending children school function.

Out of 503 employees,9.7% mentioned „strong disagree „to the given statement as
they are never able to attend school meetings and functions of their children as per
their wish.
14.5% of respondents mentioned „disagree‟to the given statements they are
never able to attend school meetings and functions of their children as per their wish.
31.8% mentioned „not agree not disagree „to the given statement and did not want to
discuss their ability of attending children school meetings and functions.26.2percent
mentioned „agree‟ to the given statement that they can attend school meetings of their
children and school meetings as well. 17.7percent mentioned „strongly agree‟ to the
given statement that they can attend school meetings of their children and school
meetings as well.

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S-5: Allowed for personal contact during working hours
Out of 503 employees,6.6% mentioned „strongly disagree‟to the given statement
as they feel restricted to have communication with family and friends during
working hours.
13.7% mentioned „disagree „to the given statement as they feel restricted to have
communication with family and friends during working hours.34.0% mentioned 'not
agree not disagree to the given statement as they are not able to make it out if they are
restricted or permitted to have communication during working hours.28.0%
mentioned „agree‟ to the given statement as they are allowed to contact their families
and friends and have communication during working hours or emergencies. 17.7%
mentioned „strongly agree „to the given statement as they are allowed to contact their
families and friends and have communicated during working hours or emergencies.

S-6: Strict schedule according to organizational policy

Out of 503 employees,11.3%mentioned „strongly disagree „to the given statement
as organizational schedule is not strictly followed as per standards and defined
HR policies.
1. 20.7% mentioned „disagree „to the given statements organizational schedule is
not strictly followed as per standards and defined HR policies.38%„not agree or not
disagree „to the given statement as they are either could not understand it or just
wanted to avoid the question. 22.7percent mentioned „agree‟ on the statement as they
believe that organization strictly follow all their schedules as per standards of the
organization and their well-defined policies. 7.4percent mentioned „strongly agree to
the given statements they believed that organization has standardized scheduling and
defined HR policies.

S-7: Meeting expectations of colleagues

Out of 503 employees,13.5% mentioned „strongly disagree‟to the given statement
as they agree that they fail to meet the expectations of their colleagues and
working mates.
18.5% mentioned „disagree „to the given statements they agree that they fail to meet
expectations of their colleagues and working mates. 36.0% mentioned „not agree not
disagree „to the given statement they feel not concern with any kind of expectations or
just want to discuss about it. 23.7percent mentioned „agree‟ to the given statement as

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they can meet expectations of their colleagues and work mates all the time.8.3 percent
mentioned „strongly agree to the given statement as they can meet expectations of
their colleagues and work mates all the time.

S-8: Having good energy after working hours:

Out of 503 employees,10.3% mentioned „strongly disagree‟to the given statement as
they usually feel exhausted after long working hours. 15.9% mentioned disagree‟to
the given statement as they usually feel exhausted after long working hours. 35.4%
mentioned „not agree not disagree „to the given statement as they preferred to not
share about their energy level during and after the competition of duty
hours.27.8percent mentioned „agree „to the given statements they feel good and
energetic even at the end of working hours and also keep high morale and enjoy their
work. 10.5%of respondents mentioned „strongly agree‟ to the given statements they
feel good and energetic even at the end of working hours as they keep high morale
and enjoy their work.

S-9: Participating in community work

Out of 503 employees,9.5% mentioned „strongly disagree‟to the given statement that
there is any policy or provision which allows them to participate in religious rituals
and ceremonies. 12.7% mentioned disagree‟to the given statement that there is such a
policy or provision which allows them to participate in religious rituals and
ceremonies. 34.4% mentioned „not agree not disagree „to the given statement as they
did not believe in sharing about their religious commitments and community
activities. 30.4% mentioned „agree‟ to the given statement that their company has no
objection in allowing them to participate in community and religious activities. 12.9%
mentioned „strongly agree‟ to the given statement that their company has no objection
in allowing them to participate in community and religious activities

S- 10: Working with a team

Out of 503 employees,7.2% mentioned „strongly disagree‟to the given statement as in
their absence, work is not well carried out. They prefer to be present at work.15.3%
mentioned „disagree „‟to the given statement as in their absence, work is not well
carried out. 33.6% mentioned „not agree not disagree „to the given statement as they
do not want discuss about teams‟ work, group dynamics.26.4percent mentioned

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„agree‟ to the given statement as they strongly feel that project is not affected during
their absence as team works on it very well as a healthy practice of quality circle.
17.5percent mentioned „strongly‟ to the given statement as they strongly feel that
project is not affected during their absence as team works on it very well as a healthy
practice of quality circle.

S- 11: Holidays for family

Out of 503 employees,7.8% mentioned „strongly disagree‟to the given statement as
they get enough time for holidays and leisure to spend with their family. 11.1%
mentioned „disagree „to the given statement as they get enough time for holidays and
leisure to spend with their family. 34.8% mentioned „not agree or not disagree‟ to the
given statement as they do not think that way and do not relate job with holidays.
1. 28.6percent mentioned „agree‟ to the given statements they get enough time to
spend with their families and maintain good balance between work and
life17.7percent mentioned „strongly agree „to the given statement they get enough
time to spend with their families and maintain good balance between work and life

S-12: Stress due to more projects

Out of 503 employees,9.7% mentioned „strongly disagree‟to the given statement as
they do get stressed while handing more projects at a time.17.5% mentioned „disagree
„to the given statement that they do get stressed while handing more projects at a
time.39.6% mentioned „not agree or not disagree „to the given statement as they were
not ready to reveal their level of stress occurring due with handling more than one
project at a time.
1. 24.5percent mentioned „agree‟ to the given statement as they feel stressed
while handling more than one projects.8.7percent mentioned „strongly agree‟ to the
given statement as they feel stressed while handling more than one projects.

S- 13: Loving work

Out of 503 employees,8.9% mentioned „strongly disagree‟to the given statement as
they love to do kind of work they intend to do and get some any kind of stress.19.9%
mentioned „disagree‟ to the given statement that they love to do kind of work they
intend and get any kind of stress.34.4% mentioned „not agree or not disagree „to the
given statement and did not speak about their attitude towards kind of work they

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do.27.2% mentioned „agree‟ to the given statement as they love the kind of work, they
do and remain stress free.9.5% mentioned „strongly agree‟ to the given statement as
they love the kind of work, they do and remain stress free.

S-15: Pleasant working environment.

Out of 503 employees,4.8% mentioned „strongly disagree‟to the given statement as
they do not feel good in the organizational working conditions. 13.9% mentioned
„disagree „to the given statement as they do not feel good in the organizational
working conditions.
1. 31.6% of respondents mentioned „not agree not disagree „to the given
statement and preferred with be quite in revealing anything about working condition
in the organization. 28.4percent mentioned „agree „to the given statement as
organization provides them pleasant working condition and they enjoy it.
2. 21.3% mentioned „strongly agree‟ to the given statement that organization
provides them pleasant working condition and they enjoy it.

S- 16: Enjoying privilege offered

Out of 503 employees,10.5% mentioned „strongly disagree‟ to the given statement as
they fail to enjoy privileges offered to them by their organisation. 19.5% mentioned
„disagree „to the given statements they fail to enjoy privileges offered to them by their
organisation. 34.6% mentioned „not agree or not disagree „to the given statement as
they are not sure if any kind of privileges are provided to them the organization.
26.6percentmentioned 'agree' to the given statement as they enjoy all kind of
privileges offered to them by their organization 8.7percent mentioned „strongly agree'
to the given statement as they enjoy all kind of privileges offered to them by their
organization.

S-17: Organisational support

Out of 503 employees,8.7% mentioned „strongly disagree‟to the given statement as
they feel that their organization is not supportive to their expectations. 13.7%
mentioned „disagree „to the given statement as they feel that their organization is not
supportive to their expectations.
1. 40.0% mentioned „not agree or not disagree „to the given statement and
preferred to not tell on it. 27.2percent mentioned 'agree 'to the given statement as they

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are agree on their organization provision for all-time support whenever they need
it.10.3percent mentioned „strongly agree' to the given statement as they agree that
their organization provides all-time support whenever they ne statement as they are
agree on their organization provision for all-time support whenever they need it.

S-18: Knowing job profile and objectives

Out of 503 employees,21.3% mentioned „strongly disagree‟to the given statement as
they were not clear about their job profile and objective behind as they might was
selected for the related profile.
1. 23.1% mentioned „disagrees „disagree‟to the given statement are they were not
clear about their job profile and objective behind as they might were selected for
related profile.33.2% mentioned „not agree or not disagree „to the given statement as
they did not want to reveal about their appointment. 17.9percent mentioned „agree‟ to
the given statement as they were very clear about their appointments done according
to the job specifications. 4.6percent mentioned „strongly agree to the given statement
as they were very clear about their appointments done according to the job
specifications.

S- 19: Compensation for extra work

Out of 503 employees, 5.2% mentioned „strongly disagree too the given statement as
they are compensated with extra pay or salary on their extra efforts provided in the
jobs. 13.5% mentioned „disagree‟ to the given statement as they are compensated with
extra pay or salary on their extra efforts provided in the jobs.33.0%mentioned „not
agree or not disagree „to the given statement and did not talk about any kind of extra
payment they are given for overtime or extra efforts put in the work.31.8percent
mentioned „agree „to the given statement as they are provided with additional salary
or compensation for their extra efforts put in the job.16.5percent mentioned „strongly
to the given statement as they are provided with additional salary or compensation for
their extra efforts put in the job.

S- 21: Satisfaction with family life

Out of 503 employees,5.4% mentioned „strongly disagree‟to the given statement as
they were happy with life as they failed to maintain Work-Life balance and it affected
their family life. 13.3% mentioned „disagree‟; to the given statement as they were not

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happy with life as they failed to maintain Work-Life balance and it affected their
family life.
1. 36.4% of respondents mentioned „not agree or not disagree „to the given
statement and preferred to not reveal any kind of family issues and their sate of
satisfaction. 30.4percent mentioned „agree‟ to the given statement that they were
satisfied with their family life and showed that they could maintain Work-Life
balance between work and life and were successful in sustaining good family life.
14.5percent mentioned „strongly agree‟ to the given statement that they were satisfied
with their family life and showed that they could maintain Work-Life balance
between work and life and were successful in sustaining good family life.

S-22: Medical facility provided

Out of 503 employees,8.7% mentioned „strongly disagree‟to the given statements that
they are not provided to any medical facilities at work place,16.7%mentioned
„disagree „to the given statement as they are not provided with any medical facilities
at work place,
1. 37.6% mentioned „not agree not disagree „to the given statement as they never
got such a facility and are not sure if it is really provided them.28.6percent mentioned
„agree‟ to the given statement as they have availed medical facility by their
organization as and when needed.8.3percent mentioned „strongly agree to the given
statement as they have availed medical facility by their organization as and when
needed.

S- 23: Medical insurance provided.

Out of 503 employees,10.1% mentioned „strongly disagree‟to the given statement is
they are provided medical insurance by their organizations to ensure financial support
during their sickness or health issue of family members.18.5% mentioned „disagree‟
to the given statement as they are provided medical insurance by their organizations
to ensure financial support during their sickness or health issue of family
members.37.8% mentioned „not agree or not disagree „to the given statement and did
not want to comment either positively or negatively as they never had such an
experience. 25.8percent mentioned „agree‟ to the given statement as they are provided
medical insurance to take care of health of them and their families. 7.8percent

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mentioned „strongly agree‟ to the given statementas they are provided medical
insurance to take care of health of them and their families

S- 24: Admission of children in case of transfer

Out of 503 employees,11.7% mentioned „strongly disagree‟ to the given statement as
their organisation has no concern for their children admission is are not so supportive
to take care of admission of their children when they are transferred to other cities or
states.
1. 21.1% mentioned „disagree „, to the given statement as their organisation has
no concern for their children admission is are not so supportive to take care of
admission of their children when they are transferred to other cities or states. 40.4%
mentioned „not agree or not disagree‟ to the given statement as no such care is taken
by their organization when there are transferred to other cities or states.21.1percent
mentioned „agree‟ to the given statement that they are helped out with find good
schools for their children when they are either promoted or transferred from one
department with another department.
2. 4.8percent mentioned „strongly agree‟ to the given statement that they are
helped out to find good schools for their children when they are either promoted or
transferred from one department with another department.

S- 25: Organisational care for family in case project is out of city or country
Out of 503 employees,7.8% mentioned „strongly disagree‟to the given statement as no
care is taken by their organization of their family in case they are on the project or on
specific duties assigned. 11.7% mentioned „disagree „, to the given statement as they
deny that their organization takes care of their families during their hectic duty hours.
1. 33.8% mentioned „not agree or not disagree „to the given statement as they are
either could not understand if there is any such kind of provision for their family
care.27.6percent mentioned „agree‟ to the given statement as their organization has
provision to take care of their family during their busy hours on projects.19.1percent
mentioned „strongly agree‟ to the given statement as their organization has provision
to take care of their family during their busy hours on projects.

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S- 26: Good number holidays provided
Out of 503 employees,4.4%mentioned „strongly disagree‟ to the given statement as no
such facilities are provided to them.7.8% mentioned „disagree „to the given statement
as they do not get such leisure 30.0% mentioned „not agree or not disagree „to the
given statement as they could not exactly tell whether they were given such
facilities35.4% mentioned „agree‟ to the given statement as they were provided
national and international facilities to take care of their family holidays. 22.5%
mentioned „strongly agree to the given statement as they were provided national and
international facilities with take care of their family holidays.

S- 27: Counselling provided to remove stress

Out of 503 employees,4.4% mentioned „strongly disagree „to the given statement as
they are not provided counseling session to come out of stress.11.3% mentioned
„disagree‟ to the given statement that they are not provided proper counseling when
needed. 31.6% mentioned „not agree or not disagree‟ to the given statement as they
did not want with reveal the fact about counselling provided.35.8percent mentioned
„agree‟ to the given statement as they are provided counseling sessions to helping
them to come out of stress.
1. 16.9percent mentioned „strongly agree to the given statement as they are
provided the counseling sessions which helps them to come out of stress.

S- 28: Provision for physical exercise and health

Out of 503 employees, 13.7% mentioned „strongly disagree to the given statement as
they felt that they are provided any such of kind of physical health facilities for their
physical fitness. 20.7% mentioned „disagree „, to the given statement as they are not
provided any physical exercise facilities.
34.2% mentioned „not agree or not disagree „, to the given statement and preferred not
to answer.23.1percent mentioned „agree‟ to the given statement as they could relate
some activities which add value in their physical health provided by the organization.
8.3percent mentioned „strongly agree‟ to the given statement as they could relate
some activities which add value in their physical health provided by the organization.

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6.3 Summary of Hypothesis Testing and Data Interpretation:

Hypothesis 1:
H01: - There is no significant impact of personal technique/view towards personal
liking on Work-Life balance.
H01: - There is significant impact of personal technique/view towards personal liking
on Work-Life balance.

Table No. 6.0

Models Fit for study
Full Calculated
Model Expected value for Good fit
forms/Description value
Minimum of [1-3] or [1-5] or more than 5
discrepancy weakly fitted
CMIN/DF 5.776
function/Degrees of
Freedom
A: 0=poor fit close to 1=very good
Comparative Fit fit
CFI 0.922
Index B: CFI >.95: good fit, CFI > 0.60:
moderate fit
Parsimony-adjusted 0=poor fit
PCFI Comparative Fit 0.717 1=exact fit
Index
* RMSEA=0: exact/good fit
RMSEA 0.098 *RMSEA<0.08: close fit
*RMSEA>0.08: Weak Fit
Null hypothesis and conclude that
Regression
there is significant negative impact
1. Estimates from 0.000
of personal liking on the overall
SEM:
Work-Life balance.
Source: Primary

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Hypothesis 2:
H02: There is no significant of difference of average Work-Life balance when
compared between age, gender and distance traveled.
H12: There is significant of difference of average Work-Life balance when compared
between age, gender and distance travelled

Table No. 6.1

Interpretations of reasons involved in WORK-LIFE BALANCE
This indicates that of respondents
those who agree on this category
I get personal time to do regular exercise, 0.000
of Work-Life Balance are
meditation and Yoga every day.
significantly less than that
Disagree.
This indicates that of respondents
those who Agree on this category
I am able to fulfill all financial 0.000
of WORK-LIFE BALANCE are
requirements of my family.
significantly less than that
Disagree.
This indicates that of respondents
those who Agree on this category
I get enough leisure time to spend with 0.000
of WORK-LIFE BALANCE are
my family and friends whenever required.
significantly less than that
Disagree.
This indicates that of respondents
those who Agree on this category
I could attend school functions and 0.007
of Work-Life Balance are
meetings of children as per their wish.
significantly less than that
Disagree.
This indicates that of respondents
I am allowed to contact my family/friend 0.061 are equally divided in their
during working hours if required. opinion on agreeness and
disagreeness.
Organization strictly follows schedule as 0.000 This indicates that of respondents

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per the standard and defined HR policies. those who agree on this category
of Work-Life Balance are
significantly less than that
Disagree.
This indicates that of respondents
those who Agree on this category
I meet the expectations of my colleagues 0.000
of Work-Life Balance are
and workmates.
significantly less than that
Disagree.
This indicates that of respondents
those who Agree on this category
I am left out with good energy level at the 0.000
of Work-Life Balance are
end of the working day.
significantly less than that
Disagree.
This indicates that of respondents
My organization has policy which allows those who Agree on this category
0.003
me to participate in community activities of Work-Life Balance are
and religious commitments. significantly less than that
Disagree.
This indicates that of respondents
There is always a team which works on a those who Agree on this category
0.007
project so that work of Work-Life Balance are
Will not stop in my absence also. significantly less than that
Disagree.
This indicates that of respondents
I get enough holidays to spend time with 0.108 are equally divided in their
my family. opinion on agreeness and
disagreeness.
This indicates that of respondents
those who Agree on this category
I am stressed due to handling more than 0.000
of Work-Life Balance are
one project at a time.
significantly less than that
Disagree.

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 This indicates that of respondents
those who Agree on this category
I love to do the kind of work I do, 0.000
of Work-Life Balance are
without any stress.
significantly less than that
Disagree.
This indicates that of respondents
those who Agree on this category
I am satisfied with my salary, pay and 0.000
of WORK-LIFE BALANCE are
perks and working hours.
significantly less than those
Disagree
This indicates that of respondents
The organization provides pleasant 0.929 are equally divided in their
working conditions. opinion on agreeness and
disagreeness.
This indicates that of respondents
those who Agree on this category
I enjoy my privileges I am offered by the 0.000
of Work-Life Balance are
organization.
significantly less than that
Disagree.
This indicates that of respondents
those who Agree on this category
The organization always support in all 0.000
of Work-Life Balance are
respect whenever needed.
significantly less than that
Disagree.
This indicates that of respondents
those who Agree on this category
I am clearly informed about the job 0.000
of Work-Life Balance are
profile and objective in job.
significantly less than that
Disagree.
This indicates that of respondents
I get compensated for my extra efforts in 0.476 are equally divided in their
the organization besides my regular jobs. opinion on agreeness and
disagreeness.

292
 This indicates that of respondents
Organization has policies for promotion 1.000
are equally divided in their
which are based on performance.
opinion on agreeness and
disagreeness.

This indicates that of respondents

0.026 those who Agree on this category
I am satisfied with my family life.
of Work-Life Balance are
significantly less than those
Disagree

This indicates that of respondents

I am provided with medical facility at 0.000 those who Agree on this category
work place. of Work-Life Balance are
significantly less than that
Disagree.
This indicates that of respondents
Company provides medical insurance to those who Agree on this category
0.000
take care of health-related issues of me of Work-Life Balance are
and my family. significantly less than that
Disagree.
This indicates that of respondents
My organization takes care of admissions those who Agree on this category
0.000
of my children in case of change of of Work-Life Balance are
location of my job due to any reason. significantly less than that
Disagree.
This indicates that of respondents
My organization takes care of my family 0.154 are equally divided in their
in case I am on project out of the country. opinion on agreeness and
disagreeness.
My organization provides national and 0.000 This indicates that of respondents
international holiday facilities to take care those who Agree on this category

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of family holidays. of work-life balance are
significantly less than that
Disagree.
This indicates that of respondents
My organization is providing counselling 0.246 are equally divided in their
services to take care of job stress. opinion on agreeness and
disagreeness.
This indicates that of respondents
My organization provides physical those who Agree on this category
0.000
exercise facility to take care of my of Work-Life Balance are
physical health. significantly less than that
Disagree.
Source: Primary

Table No. 6.2

Test Results
1 Kruskal-Wallis Test .000 The Work-Life balance is significantly
different when compared between age
group.
2 Mann-Whitney U test : .003 The higher mean rank is observed in the
age group of 26 to 35 when compared
against 25 and less, this indicates more
satisfaction of Work-Life balance in the age
group of 26 to 35.
3 Mann-Whitney U test : .336 Indicates no significant of difference
between respective parameters. The higher
mean rank indicates more satisfaction of
Work-Life balance.
4 Mann-Whitney U test: .152 No significant of difference between
respective parameters. The higher mean
rank indicates more satisfaction of Work-
Life balance
5 Mann-Whitney U test : .000 Significant of difference between respective

294
 parameters. The higher mean rank indicates
more satisfaction of Work-Life balance.
6 Mann-Whitney U test : .000 Significant of difference between respective
parameters. The higher mean rank indicates
more satisfaction of Work-Life balance.
7 Mann-Whitney U test : .699 No significant of difference between
respective parameters. The higher mean
rank indicates more satisfaction of Work-
Life balance.
8 Kruskal-Wallis test .000 Indicates that the average score of the
results: Work-Life balance is significantly different
when compared between experience
categories.
9 Mann-Whitney U test 000 The higher mean rank indicates more
(Gender) satisfaction of Work-Life balance. The
Work-Life balance score of males is
significantly better than female.
Source: Primary
Hypothesis 3
H0: There is no relationship between WORK-LIFE BALANCE satisfaction towards
Family life, Work culture, Social and personal Need & Compensation & Benefit with
overall Work-Life balance.
H1: There is relationship between WORK-LIFE BALANCE satisfaction towards
Family life, Work culture, Social and personal need with overall Work-Life balance.
Table No. 6.3
Correlation of Family and overall Work-Life balance
OWORK-LIFE
Q
BALANCE p-value
Q16_2 .079 .078
Q16_4 -.030 .499
Q16_11 .016 .718
Q16_23 .112* .012
Q16_26 -.203** .000

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Q16_27 -.132** .003
Q16_28 .079 .078
Source: Primary
Interpretation: Since p-value for the correlation is less than that of 0.05 indicates
that we should reject null hypothesis and conclude that there is association of some
parameters of family need and overall Work-Life balance.
Hypothesis 4:
H0: There is no association of facility provided (Compensation & Benefits) by
organization and overall Work-Life balance.
H1: There is association of facility provided (Compensation & Benefits) by
organization and overall Work-Life balance.
Table No. 6.4
Correlation of facility provided (Compensation & Benefits) and overall Work-
Life balance
OWORK-LIFE
Q
BALANCE p-value
Q16_14 .156** .000
Q16_16 .145** .001
Q16_17 .123** .006
Q16_19 .004 .937
Q16_20 -.035 .432
Q16_22 .171** .000
Source: Primary
Interpretation: Since p-value for the correlation is less than that of 0.05 indicates
that we should reject null hypothesis and conclude that there is association of some
parameters of facility provided (Compensation & Benefits) and overall Work-Life
balance.

6.4 Suggestions and Recommendations

From Organization/ Company side:
Suggestions:
 Employee Engagement:

296
 An organization should engage their employees as it will help not only in
increasing employee productivity but also increase the retention rate.
 It will make employees delighted, which in turn will help them to make
customers happy. This way, Employees become more loyal with the organization.
 Labour engagement will help in reducing absenteeism, increase in positive
vibes and creating good image of the organization among the employees.

 Morale boosting
 Organization should raise the morale of the employees to bring excitement,
enthusiasm among the employees to get the best results.
 It will help in increasing productivity of the employees, creativity and
innovativeness among the employees.
 Organization should create fun committee to organize various entertainment
activities and artistic platform enabling employees to come out of monotonous type of
work and have generate highest morale.

 Compensation
 Organization should frame sound and fair compensation policy for their
employees. No discrimination should be done on the grounds of gender. Salaries,
perks, extra benefits should be given on time and in fair way.
 It will help employees to get motivated and work with enthusiasm for their
organization and will help in retaining employees if in case, they are planning to skip
the present job being demotivated.

 Vacation and Leisure Time:

 An organization should have arrangement for holidays, vacation and leisure
time for employees once in a year at least. It improves mental health of the
employees.
 Good vacation and leisure provide to employees will help them with have
quality time with their families and will improve quality of family life. It will also
help them to get stress free and focus on their jobs and duties on returning from
vacations.
 The organization should provide flexible leaves, enabling employees to take
leaves sanctioned according to his need and requirement.

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 Training and Development:
 Organization should provide training to the newly joined employees as an
orientation or Induction programme to help them to understand the work in advance
and contribute their best minimizing wastage and improve quality of work.
 For existing employees, organization should provide off-the-job training to
update their knowledge; enhance their skills to match with change in job culture and
obligations.

 Fair Performance Appraisal:

 Organization should have sound performance appraisal as it affects morale of
the employees at large. The employees should be assessed without discrimination, so
that the right one will be rewarded for his contribution.
 Good performance appraisal increases trust among the employees and it helps
them to work in groups and team. There is no scope for gossip and rumor and
negative words from the side of employees when they are fairly treated and appraised.

 Care and Consideration:

 Organization should have a culture of treating employees well and giving
them sentiments during their physical or mental health issues. Employees should have
a feeling that they are being cared and considered by their company during their
special needs.
 Protection to the family and to the children should also be the priority of the
organization as every employee loves his or her family which helps his family to
prosper.
 An organization should create family-friendly work Environment.
Organization should follow the opinion of Mr. Vineet Nayar, mentioned in his book
"Employees First, Customers Second", which conveys the message that caring for
employees at utmost is the most important. Only happy employees can have more
association with Customers and can fetch them more in number.

 Stress Management
 An organization should give special attention to the mental health of the
employees as the employees, who are stressed and burned out can never perform

298
better. So organization should keep counseling sessions, helping their employees to
find out unidentified stress among them and get rid of it.
 Yoga should be taught to employees to keep them peaceful and stress-free. It
will really help them to balance their physical and mental condition.
 It is very important study of ASSOCHAM, which mentioned that 54 percent
of the workforce in the IT and ITES sectors are affected due to severe headache,
depression, obesity, diabetes, and hypertension.

 Employee Participation :
 Organization should have a culture of allowing their employees to participate
in decision making at lower and middle level management. Allowing them to
participate in decision making raises their dignity, their morale and sense of
belongingness towards their organization.
 It helps them to give their best suggestions and recommendations for the new
projects and initiatives of the organization. It helps them in generating feeling of
oneness among the employees.

 Work-Life balance Programme;

 Organization should conduct programmes especially related with Work-Life
balance as it makes employees understand how to bring balance between the two.
Employees learn not only to perform better at work place but also to more be dutiful
towards their families.
 Such Programmes should be conducted in consultation with employees as they
are going with be benefited from it.

 Flexible Timings and Remote work:

 In western countries, flexible mode of work is more in trends. Indian
companies should also adopt this culture as it helps not only in cost cuts, but also
helps in getting more work from employees. Being at home, more time is spent by
them for their work and that too willingly. It is because; they can be with their
families for maximum time and enjoy their company.
 It will also help employees, as they need not to get stress on the concern of
timely reaching office and again at house in time. Rather, they manage their Work-
Life balancethemselves. They give time to the families and at the same time get

299
engaged in the work. During the corona pandemic and lockdown, this culture got a
great leap and majority of the firms and organization adopted this type of work
culture.

 Flexible Leaves:
 Employees should be given all kind of leaves. Such as Casual, medical,
maternity leaves. And those leaves should be flexible. So that employees can enjoy
those according to their need and requirements. If leaves are denied and pressure is
created, it may affect organization negatively as employees would never be happy
with work willingly for such organization.
 Female Employees should be granted maternity leaves according to the legal
provisions. It helps them in balancing their life with more accountability and
responsibility.

 Children Care centers:

 The biggest concern of the female employees is their children. Full time
women employee always has a trauma about her children care and job. They have to
handle a great deal Work-Life balance. Therefore, organization can have a provision
of child care, so that an employee can work with full concentration and potential. It is
again, the well adopted system in the western world.
 Women employees may feel highly motivated and delighted with such kind of
provision. Because, when the family has cared, they are ready to care for their
organization as well.
 In countries like New Zealand, Canada, Uk, USA, Turky, Japan etc.
governments has come out with policies to instruct companies to have a provision for
childcare so that the rate of female participation at work can be increased. To help out
employee to maintain strong Work-Life balance, childcare is being taken as an
important step in many countries.

 Health Facilities:
An organization should provide medical facilities to their employees. It should also
issue medical insurance covering life of the employees. Life security is the most
important necessity in motivating employees. An organization should have
association with medical industries and should over life of each and every employee.

300
 Work culture
 An organization should develop good work culture to motivate their
employees. Good work culture makes employees feel good and also accountable to
contribute best of them as they develop positive attitude towards their work and their
role.
 Organizations with good communication, goals, objectives and HR policies
always win the trust of employees and help them to develop quality circle to work
independently without guidance and direction.
 Sound work culture makes employees mentally relaxed and enables them to
balance their work and life accordingly.

From the Employees side:

 Regular Exercise:
Employees should inculcate the habit of regular exercise. They should join Gym and
also do yoga with have strong physical and mental appearance. Regular exercise helps
to be active throughout and getting less fatigued.
It also helps them to have sound body and sound mind to get in an association with
others with zeal and enthusiasm. Many organizations are arranging yoga and exercise
sessions for employees, so in order to get rid of stress, tension and anxiety, they
should perform Yoga every day and enhance their work capacity.

 Community engagement
Employees should give time to their community obligations as well. Being a social
animal, they have group sentiments and faith in the community. So they must spare
some time for community services and should participate in welfare activities.
Religious ceremonies, functions should be attended by them on regular basis as being
religious is also one of the stress breaking exercises. Some employees are into more
faith and need time with perform their rituals from time with time. They should also
meet their community friends on weekends and spend some time with them to get
refresh. So employees should get connected with such groups and handle their
emotions themselves. In the case of migrated employees, it is like medicine for better
emotional balance. Employees should search out their community groups online and
on media and get connected with them and accordingly have regular offline meets as
well.

301
 Family time:
Family is the source of happiness for all. Therefore, employees should give time with
their families and spend quality time with them. Children school meetings, functions
should be attended so that the association with school can be created. It is believed
that, the healthy family makes individuals mentally healthy with enhance work
capacity and feel better. Employee should try to enjoy every family function and
getting together. They must take active participation in every family activity. In case,
they are not participative, it may result in family conflicts and issues.

 Healthy Life style

Employees should create healthy life style. It consists good eating habits, proper
sleeping, de-stressing techniques, good inter-personal relationships. Getting
influenced by others and also influencing others. Employees should take care of food
they eat. They should also try to enjoy good sort of life and balanced culture.

 Time management
Time management is the most aspect while keeping balance between work and life. It
should not be overlooked as right work at right time helps to generate confidence
among employees and also remove chances of work negligence. Employees should
have punctuality, regularity, promptness in his behavior. The timely finishing work is
the most expected action by organization. At the same time, family does also wait for
timely reach at home. So employees must balance their time in such as way that they
can be successful in job and loved by family.

 Time for Hobbies

Employees should give time to their hobbies they enjoy. As good Work-Life balance
is also related with it as it helps in creating positivity, hopes and aspirations among
employees. They get some time for themselves and make their life good and peaceful.
Employees should join classes of performing art if they like it. It not only rejuvenates
them, but also helps them in increasing concentration at work.

 Positive attitude towards work

Employees should develop good and positive attitude towards their job and
organization as it helps them to work without any grudges and contribute something

302
meaningful. Positive attitude makes them to not ill-speak about their organization and
rather encourage them to spread goodwill among others. It helps them to influence
others a well.

 Self-care methods:
„No one can care you more than yourself‟ this statement clearly guides employees
with care themselves. They should read books, play games, chat with friends, play
with kids, go for vacation, and perform exercise and yoga.

 Baby steps to optimize efficiency

 Stop thinking about the best performance:
Employees should follow Dr. Stephen Schuller words. He says that “instead of getting
stuck in your head worrying, you can let yourself go.” It will help them to focus on
the actual thing they want to do. No heed should be given to, what others say about
you, what would they say or judge you. If they want an outcome, they must give
importance to their work and not the performance.
 Don‟t hang on anything:
Employees should not try to hand on anything and anybody, as nothing is permanent.
Suppose, they go to workplace every day, do the same thing,
follow same route, meet same people etc. one day, hold on and look from different
angel and they can find everything is new and nothing is sure other than that moment.
 Face the problem and do not run away:
Employees may come across the situation, which they cannot handle. They should not
confuse with acceptance of present negative feelings with resignation to your fate.
Instead, they should accept the feelings as natural and then chose the next plan of
action. Distress caused by sadness, losses, and pain in life should be rolled with.
 Stop worrying about future:
Employees should try to live in present. They should not think, What would boss
say?, What will happen etc. It will bring on them unrest and it will again bring on
them stress with anxiety. So better, they should remain practical and accept „now‟.

303
6.5 CONCLUSION:
Work-Life balance is the most holistic approach, which has been taken into
consideration not only by the organizations but also by individuals. IT demands great
work form employees. They expect the high performance from each employee.
Employees also try to prove their efficiencies and potentialities, but while doing this,
somewhere, they get affected and fail with maintain balance between work and
family. Organization demands work but they need to also consider pressure created on
the employees and help them to manage it. The role of organization is very important
in this aspect, as the Work-Life Balance programmes gives special importance to their
employees, who are the part of their organization. At the same time, employees have
also to take care of themselves to handle a stress at workplace and at family. If they
give more importance to the work, family gets affected. If they are more into family,
job is affected. Both the sides create stress among the employees. Therefore, Work-
Life Balance is an approach equally important to the organization as well as to the
employees.

6.6 Further Scope of the Study

Work-Life balance is a common term which is studied comprehensively, but there are
many areas and dimensions which can be considered to carry further research on it. It
can be linked with personality types, emotional intelligence, inter-personal skills, self-
development etc. There is scope to carry study on the basis of gender separately.
Various industries and areas can also be taken into consideration while studying
Work-Life Balance.

304
6.7 Limitations of the Study:
As every study has some limitations, this study also had some limitations faced during
the process. The first limitation was to get the numbers of the IT employees from
selected IT companies from Thane and Navi Mumbai region. As there are many small
and medium enterprises concentrated in Thane, a few had to be selected. The other
limitation was to collect data from them as during the process of data collection,
corona pandemic emerged. So, data was collected through questionnaires sent to
them. The other limitation was the geographic coverage. The study was conducted in
Thane and navi Mumbai region only. The study was restricted to the research universe
only. The IT firms are of different types and so the focus was not on their operation
or business but it was on their employee‟s work -life balance issues. The major study
was on employees work and personal life balance. The statements were based on only
their experiences while managing work life balance. The study was only limited to the
selected samples and well filled questionnaires.

305
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XXXIII
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XXXIV
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XXXV
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technology

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from-bpo/

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 ANNEXURERE
Questionnaire

1. Name: _______________________
2. Age(Years):
3. Gender: ________________
4. Education: _____________________________________________________
5. Name of organization: _____________
6. Type of Organization: __________________
7. Designation________________ 8.Department:_________________
9. Annual Income:__________________

10.How long have you been working in industry? ________

11. Distance of working place from Place of Residence:

1. Within 10 k.m. 2. 10 to 20 k.m 3. 20 to 30 k.m. 4. More than 30 k.m.

12. Marital Status :( Pleasetick wherever applicable)

1. Single 2. Married 3. Living Separately 4. Divorced 5. Widow/Widower

13. Family Type: 1. Joint 2. Nuclear

14. Rate your overall work life balance level on a scale of 1 to 5 (1 being least and 5
being highest) [Tick in appropriate box]

1 2 3 4 5

XLII
15. Rate yourself to define yourself on the scale of 1 to 5 using following parameters.
1 (Not at 2 3 4 5 (Always)
all)
1 I always like to do something new
and challenging.
2 I like to Influence others.
3 I always like to working group whom
I know more.
4 I always like to help others.
5 I prefer to work independently than
that of groups.
6 I like to be appreciated and awarded
on my performance.
7 I like to work in leadership and
Administrative capacity.
8 I am open to Share feelings and
emotions with others.
9 I want to be a part of significant
decisions.

16. Read each and click .Use the following key for your ratings:
SD D NAN A SA
D
1 I get personal time to do regular exercise,
meditation and Yoga every day.
2 I am able to fulfill all financial requirements of
my family.
3 I get enough leisure time to spend with my
family and friends whenever required.
4 I could attend school functions and meetings of
children as per their wish.
5 I am allowed to contact my family/friend during
working hours if required.

XLIII
 6 Organization strictly follows schedule as per the
standard and defined HR policies.
7 I meet the expectations of my colleagues and
workmates.
8 I am left out with good energy level at the end of
the working day.
9 My organization has policy which allows me to
participate in community activities and religious
commitments.
10 There is always a team which works on a project
so that work will not stop in my absence also.
11 I get enough holidays to spend time with my
family.
12 I am stressed due to handling more than one
project at a time.
13 I love to do the kind of work I do, without any
stress.
14 I am satisfied with my salary, pay and perks and
working hours.
15 The organization provides pleasant working
conditions.
16 I enjoy my privileges I am offered by the
organization.
17 The organization always support in all respect
whenever needed.
18 I am clearly informed about the job profile and
objective in job.
19 I get compensated for my extra efforts in the
organization besides my regular jobs.
20 Organization has policies for promotion which
are based on performance.
21 I am satisfied with my family life.
22 I am provided with medical facility at work

XLIV
 place.
23 Company provides medical insurance to take
care of health-related issues of me and my
family.
24 My organization takes care of admissions of my
children in case of change of location of my job
due to any reason.
25 My organization takes care of my family in case
I am on project out of the country.
26 My organization provides national and
international holiday facilities to take care of
family holidays.
27 My organization is providing counselling
services to take care of job stress.
28 My organization provides physical exercise
facility to take care of my physical health.

Any other Information:

_____________________________________________________________________

XLV