STUDY OF FACTORS IN WORK-LIFE BALANCE AMONG...

Volume 4, Number 2, April – June‟ 2015

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International Journal of Organizational Behaviour & Management Perspectives © Pezzottaite Journals. 1761 |P a g e

STUDY OF FACTORS IN WORK-LIFE BALANCE AMONG WOMEN EMPLOYEES

IN IT SECTOR WITH RESPECT TO AGE, MARITAL STATUS AND FAMILY STRUCTURE

Sadhvi28

ABSTRACT

In the fast changing socio-cultural environment, lot of emphasis is given to women education. As a result, more and more

number of women is now working. Gone are the days when men folk were the bread earners for the family. Now women also

share equal responsibility with men. Thanks to the information technology, which has given a broad platform by providing lot

of job opportunities? Work-life balance, therefore has become a challenge now a days for all corporate and it is being

discussed everywhere as a major issue. Work-life balance actually is all about having balanced time for work and personal

life. It includes proper prioritizing and balancing of work and lifestyle. Where work-life balance can lead to a healthy synergy

within the employee, the work-life imbalance can lead to conflicts, job dissatisfaction, health problems, low productivity etc.

WLB, therefore, has become a challenge for working professionals. Though everybody is affected by it in some or the other

way, surveys have indicated that the majority of women population have either turndown or do not pursue jobs because of the

fear that job may disturb their personal lives. Since women are to take care of their family and do most of the household work,

balancing the professional life and personal life simultaneously becomes a challenge. They start feeling that they are not able

to justice with both of their roles.

Purpose: The present study attempts to identify the factors that may lead to work-life imbalance especially in women in IT

Sector. The study attempts to find out the problems faced by working women in IT Sector. This paper will also study whether

age factor, marital status and family structure affects work-life balance. It strives to study the degree to which certain factors

affect work-life balance.

Methods: This research is carried out in IT sector in Delhi and NCR by collecting primary data through structured

questionnaire irrespective of their cadre and age group from the sample of 100 female employees. The analysis is done by

statistical tools like Factor analysis, ANOVA, t-test etc., using SPSS.

Result: Result shows that age and marital status affects the work-life balance in working women. Certain factors like

Company police, Flexibility, company facilitation etc., also are the factors affecting Work-life balance.

Implications: Through this study, we would work out the possible solution to the work-life related problems. The study

would help the IT and other Industries to formulate the policies and flexible work environment to improve women

employment in the industry and women are encouraged to take up jobs. Results may encourage companies to bring work- life

balance among working women by formulating company policies, which are supportive enough to retain women employees.

A better male-female ratio can be achieved if some flexibility in terms of job is provided.

KEYWORDS

Work-Life Balance, Working Women, Factors in WLB, IT Industry, Age, Marital Status, Family Structure etc.

INTRODUCTION

The contribution of the Indian IT industry to the Indian economy over the years has increased tremendously as per the study of

NASSCOM. The contribution is immense with respect to service sector in India. However, the industry is fast paced which is also

suffering from high attrition rate, poor commitment of employees and is depicted with high stress in the job.

The term Work Life balance has been receiving heightened attention and importance since two decades (De Bruin & Dupuis,

2004). Though everybody is affected by it in some or the other way, surveys have indicated that the majority of women population

(72%) have either turndown or do not pursue jobs because of the fear that job may disturb their personal lives. This is evident

from the fact that only 9% of IT professionals in the total labor force are women.

From past two decades, the term Work-life balance (WLB) has been an area of interest and research and is been defined in many

different ways. Work-life balance is balancing the work-family with low conflict. (Limoges, 2003). It is how much the person is

able to utilize or distribute his/her energy, effort between work and family (Parasuraman and Greenhaus 2002).

Handling Work-life balance has become critical as well as it is challenging. In the past decade, globally the number of women

workforce has increased with added responsibilities of home especially raising their children (Brown, 2004; Duxbury & Higgins,

28Assistant Professor, Bhavan‘s Usha & Lakshmi Mittal Institute of Management, New Delhi, India, [email protected]

mailto:[email protected]





2001, 2003; Parker & Arthur, 2004). Especially in India with change in socio-demographic factors in terms of nuclear families,

dual-career and single parent families, the concept of work-life balance for women is particularly very important. The companies

are facing the challenge of talent retention in this era of global development economy. There is a need to address the issue of work

life balance in order to win the talent war. To retain the best talent and prevent the burning of the talent because of stressful life, it

becomes a critical issue for the companies to device such policies, practices, programs and interventions to bring harmony and

synergy between work and life of their employees.

Work-Life Imbalance can become a critical disease unless it is handled with care. The recent study is an attempt to understand

WLB and would help IT industry understand the problems of women workers. It will help IT sector to formulate the healthy

policies and work environment to ensure WLB for working women so that large and large number of women are encouraged to

work with IT Companies and the ratio of female employees also increases.

REVIEW OF LITERATURE

Lot of research has been taken place in terms of work-life balance. Time to time some factors are been unveiled that are some or

the other way responsible for creating disturbance in work and life. From some researches, we understand that there are four

general policy areas that that may be considered very important for discussion in this domain (Brough et al. 2008; Baird 2011;

Hegewisch and Gornick 2011). The first primarily talks about employee-centered flexibility, like, changing the location or

scheduling of work to make working more convenient. Its positive impact can also be seen on health and wellbeing and job

outcomes (Nijp 2012). However, there are varieties of mixed evidence pertaining to the degree to which flexible work practices in

a different way put impact on work-life outcomes (Allen 2013).

The second area is the concept of leaves in terms of paid and unpaid leave. It means how much the employees can avail leaves for

their family reasons like maternity leaves, paternity leaves so that they can address their family responsibilities (Baird and

Whitehouse 2012, King 2012). There are empirical researches which points at the fact that maternity leaves is highly beneficial in

terms of good health for mother as well as care for the child (Productivity Commission 2009). However, there is research which

has come out with observation that fathers are unable to utilize their paternity leave (Smith and Williams 2007; Haas and

Rostgaard 2011; Hegewisch and Gornick 2011).

The third policy in studying work-life balance is the working hours. Majority of research from Australia and overseas suggests

that there is direct impact on work related stress leading to conflict because of long working hours (Holden 2010). This actually

gives rise to the fourth area, which strives on childcare and the impact of this on the employees. Just as paid parental leave, access

to high quality childcare is also considered a very essential support in terms of parents‘ participation in paid work. It is a critical

and delicate issue pertaining to the care of the children especially when parents are working. The slight imbalance causes conflict

and leads to immense pressure on the parents leading to work life imbalance (Bianchi and Milkie 2010).

Women‘s employment participation (Breunig et al. 2011) is also an important factor to be taken care and it was agreed that these

are the factors that influence parents‘ decisions to go for a certain type of childcare provision (e.g., family-provided or formal

services); or issues related to children‘s health (Bohanna et al. 2012). By reviewing another ten different studies from New

Zealand and Australia regarding working hours, it was concluded that working hours has a direct impact on work life balance.

(Gray et al. 2004; Alexander and Baxter 2005; Brough et al. 2005; Hosking and Western 2008; Macky and Boxall 2008; Skinner

and Pocock 2008; Losoncz and Bortolotto 2009; Peetz et al. 2011; Skinner and Pocock 2011a; Brown 2012).

METHODOLOGY OF RESEARCH

Objectives of Study

To find out the problems faced by working women in IT Sector with respect to WLB.

To identify the factors that lead to imbalance in WLB.

To find out whether age, marital status and family structure affects WLB

To find out whether different age group affects WLB

Research Design: This study is an exploratory and descriptive research where we study and explore various factors that may lead

to imbalance in Work-Life Balance among women in IT Industry.

Data Collection: Primary data was directly collected through structured questionnaire for WLB.

Method and Tools Used: A structured questionnaire was used to measure WLB. The population included female IT professionals

from Delhi and NCR. 150 questionnaires were distributed in total but the actual response rate was 100. Therefore, a population of

100 could be sampled. Data from the questionnaires was coded and analysed. Mean, Standard deviation, Cronbach's Alpha, and

Pearson correlation were used as statistical tools to assess the reliability and correlations or relationship between WLB, Age,

gender and marital status. SPSS was used to generate the results.





Work-Life Balance was measured using a questionnaire containing structured questions. All items were rated on five point scale.

―The weight attached to the scales were 1=strongly disagree; 2=disagree; 3=undecided; 4=agree; 5=strongly agree‖. Seven

factors, namely, Company Policy, Attitude, Health Facilities, Telephone Facility, Company Facilitation, Flexibility, Study leave

were studied to arrive at the results.

―Cronbach's Alpha‖ was used to test the reliability of data. ―Cronbach's Alpha‖ was found to be 0.80 which is more than the

standard value (0.70). Using Pearson correlation through SPSS we correlated the measures.

KMO test was performed to check the validity of sample. (The standard value should be .5) Since KMO value is more than .5,

therefore the sample is adequate to represent the population.

Table-1: KMO and Bartlett's Test

Kaiser-Meyer-Olkin Measure of Sampling Adequacy. .541

Bartlett's Test of Sphericity Approx. Chi-Square 1.173E3

D.f. 171

Sig. .000

Sources: Authors Compilation

Table-2






Table-3


From the set of 19 components in the questionnaire, 7 factors could be generated. The total variance explained is as under:

Factor 1 is named as Company Policy and it consists of five components namely Telecommuting, Holidays, Cultural

leaves, Pooling of leaves, Paid Maternity. It has created a difference of variation of 13.580 on WLB

Factor 2 is named as Attitude of people (at home and office) and it consists of four components namely Spouse Support,

Family‘s attitude, Superior‘s attitude, Colleagues attitude. It has created a difference of variation of 13.580 on WLB

Factor 3 is named Health factor as and it consists of two components namely Health Programs and Exercise. It has

created a difference of variation of 12.926 on WLB

Factor 4 is named as Telephone facility and is an independent factor in itself. It has created a difference of variation of

10.503 on WLB

Factor 5 is named as Company Facilitation and it consists of three components namely Parenting, Relocation, and

Career Rooms. It has created a difference of variation of 10.193 on WLB

Factor 6 is named as Flexibility and Transportation and it consists of two components namely Flexibility and

Transportation. It has created a difference of variation of 7.591 on WLB

Factor 7 is named as Study Leaves and is an independent factor in itself. It has created a difference of variation of 7.381

on WLB

Hypothesis

The following hypotheses were generated:

Hypothesis Statement 1: WLB is significantly affected by Family Structure.

Hypothesis Statement 2: WLB is significantly affected by Age Factor.

Hypothesis Statement 3: WLB is significantly affected by Marital Status.

Hypothesis Statement 4: WLB varies in different Age Groups.

FINDINGS AND RESULTS

Hypothesis Statement 1: WLB is significantly affected by Family Structure.

Null Hypothesis: Family Structure does not affect the WLB.

Alternate Hypothesis: Family Structure affects the WLB.





Table-4: One-Way Anova for Family Structure and WLB


The significance of Family Structure on WLB was studied by using Anova. Results presented in Table 4 indicate that Family

Structure does not significantly affect work-life balance. Since p value (0.123) is more than α (.05), it implies that Family

Structure does not affect WLB. We therefore accept Ho as the hypothesis is non-significant.

Hypothesis Statement 2: WLB is significantly affected by Age Groups

Null Hypothesis: Age Factor does not affect the WLB.

Alternate Hypothesis: Age Factor affects the WLB.

Table-5: One-Way Anova for Age Groups and WLB

ANOVA

WLBA

Sum of Squares d.f. Mean Square F Sig.

Between Groups 1.528 2 .764 12.320 .000

Within Groups 5.953 96 .062

Total 7.480 98


The significance of Age Groups on WLB was studied by using One-way Anova. Results presented in Table 5 indicate that Age

Groups significantly affect work-life balance. Since p value (0.000) is less than α (.05), it implies that Age Groups affect WLB.

We therefore reject H0 as the hypothesis is significant.

Hypothesis Statement 3: WLB is significantly affected by Marital Status.

Null Hypothesis: Marital Status does not affect the WLB.

Alternate Hypothesis: Marital Status affects the WLB.

Table-6: One-Way Anova for Marital Status and WLB

ANOVA

WLBA

Sum of Squares d.f. Mean Square F Sig.

Between Groups .692 1 .692 9.852 .002

Within Groups 6.882 98 .070

Total 7.574 99


The significance of Marital Status on WLB was studied by using One-way Anova. Results presented in Table 6 indicate that

Marital Status significantly affect work-life balance. Since p value (0.002) is less than α (.05), it implies that Marital Status affect

WLB. We therefore reject H0 as the hypothesis is significant.

Hypothesis Statement 4: WLB varies in different Age Groups.

Null Hypothesis: WLB does not vary in different Age Groups

Alternate Hypothesis: WLB significantly varies in different Age Groups

We have divided the age factor in three groups. Age group 1 includes female employees who are less than 30. Age group 2

includes female employees who fall in the age group of (31-40). Age group 3 constitutes of female employees more than 40.





Table-7: Independent Sample t-test for Age Group 1 & 2


To check the variation of age group 1 (less than 30) and age group 2 (31-40) independent t-test was performed. The result from

Levene‘s Test indicates that there is no significant variation between age group 1 and 2 as p value (0.585) is more than α (0.05).

Therefore, we are considering significant value of Equal Variance Assumed. From t-test of Equality of Means, the p value (0.0) is

less than α, therefore we reject H0. It means that WLB varies between Age Group 1 & 2.



To check the variation of age group 1 (less than 30) and age group 3 (above 40) independent t-test was performed. The result from

Levene‘s Test indicates that there is no significant variation between age group 1 and 3 as p value (0.263) is more than α (0.05).

Therefore, we are considering significant value of Equal Variance Assumed. From t-test of Equality of Means, the p value (0.0) is

less than α, therefore we reject H0. It means that WLB varies between Age Group 1 & 3.



To check the variation of age group 2 (31-40) and group 3 (above 40) independent t-test was performed. The result from Levene‘s

Test indicates that there is no significant variation between age group 2 and 3 as p value (0.321) is more than α (0.05). Therefore,

we are considering significant value of Equal Variance Assumed. From t-test of Equality of Means, the p value (0.407) is more

than α, therefore we accept H0. It means that WLB does not vary between Age Group 2 & 3. Therefore, WLB varies in the age

group of 1 & 3 and also age group 1 &2. However, WLB does not vary in the age group of 2& 3.

CONCLUSION

From the study, we have concluded that Age Groups and Marital Status significantly affect work-life balance whereas Family

structure has not much to do with work-life balance. Where all female employees seek family support, the family structure does

not significantly affect work-life balance. It was also found that Work-life balance among working women also varies with Age.

Apart from these factors the other factors which came into highlight is Company Policy consisting of five components namely

Telecommuting, Holidays, Cultural leaves, Pooling of leaves, and Paid Maternity. Another important factor which was deduced

from the study was Attitude of people (at home and office) and includes Spouse Support, Family‘s attitude, Superior‘s attitude,

Equal variances

assumed 0.301 0.585 -3.776 89 0

Equal variances not

assumed -3.36 24.737 0.003

WLBA

Independent Samples Test

Levene's Test for

Equality of t-test for Equality of Means

F Sig. t df

Sig. (2-

tailed)

Equal variances assumed

1.272 0.263 -3.865 78 0

Equal variances not

assumed -4.336 9.201 0.002


Levene's Test for

Equality of Variances t-test for Equality of Means

F Sig. t df

Sig. (2-

tailed)

WLBA

Equal variances assumed

1.026 0.321 -0.844 25 0.407

Equal variances not

assumed -0.97 18.54 0.344

Sig. (2-

tailed)

WLBA

F Sig. t df


Levene's Test for

Equality of Variances t-test for Equality of Means





and Colleagues attitude without which it is difficult for a women to continue their work. Health factor cannot be neglected as

Health Programs and Exercises are very much required and company facilitation like Parenting, Relocation, and Career Rooms

are very much in demand by female employees. Another factor like work flexibility and Transportation which allow working

women to continue with their jobs without much problem and the concept of study leaves are also considered by women

workforce as vital requirement, so that they can pursue their higher studies. In order to really manage and retain the women talent

pool it is therefore pertinent for organizations to addresses these factors while designing their policies. The organizations must

understand the needs of women employees and frame the policies incorporating the above factors such as flexibility,

transportation, career rooms, study leaves, paid maternity leaves etc. Since women are more sensitive towards the environment

specially attitude of colleagues and boss at office and spouse at home, it is therefore required for the organizations to provide a

healthy work environment so that women employees can also give their contribution towards national development and balance

male-female employment ratio.

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