Subash Chandra Nath 4007_23_02_10 AIMA

8/8/2019 Subash Chandra Nath 4007_23_02_10 AIMA

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BETTERWORK-LIFE BALANCE:ASTRATEGIC

BUSINESS ISSUE

Subash Chandra NathAssistant Professor - Marketing, Regional College of Management, Bhubaneswar

Soumendra PatraAssistant Professor -Operations Management, Regional College of Management,

Bhubaneswar

Article No: 184 ISSN 0974 9497

Year: February 2010 Volume 4, Issue 1/4

Abstract: Companies that are bigger, more globalised and better managed provide a better work-

life balance for their employees. It's all about moderation. However, in a world, in which technologies giveaccess around the clock, it is becoming increasingly difficult to maintain a work-life balance. People

everywhere are beginning to realize that there is more to life than just work. Neglecting the personal life in

favour of the work negatively affects not just the personal and family life, but the very work one thinks tosacrifice everything else for. The empirical basis of these claims is unclear. To address this issue we use an

innovative survey tool to help organisations accommodate their employees work-life balance in a more

efficient manner. The Better Work-Life Balance Survey was designed to be a diagnostic tool allowing

organisations to reference themselves against a checklist. Organisations can utilize the survey to self-assess

the extent to which they are accommodating employees work-life balance and to learn ways of improvingtheir workplace policies and practices.

Keywords: Work-life balance, family-friendly work practices, management practices, productivity,competition.

Introduction:

Work-life balance is a broad conceptincluding proper prioritizing between

career and ambition on one hand,

compared with pleasure, leisure, familyand spiritual development on the other.

It is about people having a measure of

control over when, where and how theywork. It is achieved when an

individuals right to a fulfilled life inside

and outside paid work is accepted and

respected as the norm, to the mutual benefit of the individual, business and

society. Flexible working can help to

reduce absenteeism and increase

productivity, employee commitment andloyalty. At the same time, we find no

evidence that firms with good practices

on work-life balance shorter hours,flexible working, family-friendly

policies, etc. have higher productivity

once we control for better managementin general. The responsibility for

ensuring that employees experience

harmony between their work life and

their lives outside work is a shared one.Individual employees can help to

manage their own work-life balance by

determining and recognizing their majorlife goals and priorities. Most people

have goals related to their physical,emotional, social, mental and spiritual


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lives. But, if they organize their lives

around to do lists (or even worse,dont organize at all), many of these

important priorities will be neglected.

There is a lot that individuals can do to

build time into their lives to ensure theimportant things dont get missed.

Organizations all over the world are nowrealizing that the Work-Life Balance of

their people is something that will play

an important part in their long-termsuccess. Indian companies are also

slowly waking up to this fact and are

launching well-meaning initiatives toaddress it. The fact still remains, though,

that most employees still experiencestress, overwork and burnout.

Work Life Balance:

Work Life Balance consists of the

implementation of workingarrangements and policies, which assist

workers in combining employment with

other aspects of their lives. Employerscan benefit from these policies too as

they can help to develop a morecommitted and productive workforce.

Benefits to the individual

More value and balance in your

life

Understanding your best work

life balance

Increased productivity

Better relationship both on and

off the job Reduced Stress

Benefits to the organization

Measured increase in productivity, accountability,

commitment

Better teamwork and

communication

Improved morale

Less negative organizationalstress

Objectives:1. To understand that the issue of

work-life balance cannot solely

be tackled through workshops, but requires a fundamental and

systematic change in the work

culture of the organization.

2. To prevail workplace culturewith regards to work-life balance

issues.

3. To examine issues related toflexible work arrangements (e.g.

job sharing, flexi-time); and

additional work provisions.

Scope of the study:The study was on work life balance inIndian Corporates. Here the interest was

in finding out if there are particular areas

relating to Work-Life Balance, thatcause problems and, if so, to consider

what we may be able to make life easier.As the separation between work andhome life has diminished, this concept

has become more relevant than ever

before. To study the work life balance in

Indian Corporates, one of the reputedsteel companies in Orissa, India was

selected as the sample of study. The

work culture, employees of different profiles - who maintain proper

prioritizing between career and ambition

on one hand, compared with pleasure,leisure, family at other hand and

Employer employee relationships are

some of the reasons behind the selection.

Hypotheses formulation:Work life balance involves adjusting the

working environment to enable a diverse


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workforce to have a fulfilled life inside

and outside paid work, which is acceptedand respected as the norm, to the mutual

benefit of the individual, business,

clients and society. The following

hypotheses were framed for testing theabove statement with the help of

appropriate statistical techniques.

H1: The official work schedule does notinterfere with the personal and

regular family schedule.

H2: While in office familyresponsibilities do not interfere

with regular work assignments.

H3: Employees do enjoy all the benefits

from the policies and practices for

WLB given in the organization.

H4: The Counseling process helps toreduce anxiety.

H5: The culture & working condition of

the organization is appreciated.

H6: Increasing female participation inthe corporate world is worthy.

H7: Health and other interests of theemployees are taken care of.

H8: The global competition allows balancing the work and life

effectively.

H9: There is a belief that a balancework life has enabled to achieve

motivation lead toperformance.

Methodology Used:

Data Collection: The studycomprises of both

primary as well as

secondary data.

The primary datawere collected

through structured

questionnaire

method and thesecondary data

were collected

through internetsources, books

and journals, etc.

Sampling: On a random

basis, 34

employees were being selected for

the sample andspecial care was

taken to cover theemployees of all

age groups, all

income types indifferent

departments etc.

And selecting thesample of

employees therationality of

different factors

affecting work-life balance was

taken into

consideration.Research Tools used: Mostly to

facilitate the data

analysis; tools like

percentage,averages were

taken into account

and to test thehypotheses and to

measure the

degree to which a

series of observedfrequencies

deviate from their


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expected

preferences,regression

technique was

used.

Table 1: Demographic Characteristics of the Respondents

Particulars No. of persons Percent Cumulative

percent

Age

25 35

35 45

45 55

Total

16

15

3

34

47.10

44.10

8.80

100

47.10

91.20

100

Sex

MaleFemale

Total

340

34

1000

100

100100

Marital status

Married

Unmarried

Total

9

25

34

26.50

73.50

100

26.50

100

Qualification

ITI & Diploma

B Tech

GraduatePost Graduate

Other Higher Degree

Total

1

13

411

5

34

2.90

38.20

11.8032.40

14.70

100

2.90

41.20

52.9085.30

100

Service tenure

< 1 yr1 5 yr

6 10 yr

11 & above

Total

424

2

4

34

11.8070.60

5.90

11.80

100

11.8082.40

88.20

100


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Analysis & Interpretation:A total of 34 respondents from the

company were contacted for the study.The demographic characteristics of therespondents were shown in Table 1. As

many as 100% of respondents were

males. The respondents are well

distributed among all age groups. If weconsider educations level, out of totalsamples 2.9% of population belongs to

ITI and Diploma, 38.20% of the

population belongs to B Tech level,

graduate level is 11.80, Post graduate is

32.40% and other higher degree is14.70% out of total sample. Out of total

population, majority is unmarried i.e73.50% and married is, 26.50%.

Maximum of the respondents i.e. around

70.60% of the population belongs to 1 to5 year period of service.

Validity and Reliability Assessment

Reliability Analysis:

The reliability of each scale was assed

via item to total correlation ( a methodused to understand the reliability of a

particular measure wherein the responses

of individual item in the measure and the

sum total of the responses of all theitems in the same measure are tested for

correlation) and Cronbach coefficient

alpha.. The results of the reliabilityanalysis are provided in Table 2.

Table 2: Reliability Analysis

Scale (S) Items Corrected item

total

correlation

Cronbach'sAlpha

Cronbach'sAlpha

Official work in family (S1) QII 0.546 0.759 0.785

1 0.637 0.753

2 0.498 0.762

3 0.511 0.762

4 0.368 0.775

5 -0.23 0.831

6 -0.047 0.815

7 0.547 0.758

8 0.619 0.75

9 0.544 0.758

10 0.454 0.768

11 0.358 0.776

12 0.837 0.731

Family work in office (S2) QIII 0.121 0.233 0.27

1 0.12 0.252

2 -0.091 0.341

3 0.031 0.296

4 0.197 0.153

5 0.3 0.029


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WLB Policies benefits (S3) QIV 0.432 0.432 0.702

1 0.49 0.49

2 0.036 0.036

3 0.278 0.278

4 0.249 0.249

5 0.423 0.423

6 0.355 0.355

7 0.178 0.178

8 0.628 0.628

9 0.611 0.611

counseling process anxiety

(S4)

Q V 0.341 0.443 0.534

1 0.492 0.152

2 0.233 0.586

Culture & Working condition

(S5)

Q VI 0.536 0.795 0.814

1 0.468 0.8

2 0.635 0.784

3 0.183 0.824

4 0.413 0.804

5 0.744 0.773

6 0.588 0.79

7 0.683 0.781

8 0.561 0.793

9 0.314 0.813

10 0.377 0.807

11 0.216 0.83

Female participation (S6) Q

VII

0.319 0.606 0.603

1 0.592 0.379

2 0.631 0.38

3 0.126 0.713

Health & Other interest (S7) Q

VIII

0.408 0.848 0.839

1 0.595 0.819

2 0.752 0.784

3 0.813 0.773

4 0.613 0.818

5 0.561 0.824

Global competition with WLB

(S8)

Q IX -0.091 0.114 -0.063

1 -0.012 -.094a


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2 0.016 -.190a

WLB with achievement (S9) Q X 0.486 0.648 0.705

1 0.425 0.671

2 0.471 0.653

3 0.567 0.61

4 0.368 0.696

Scale 1

In case of reliability measurement I have

taken Cronbach's Alpha for testing thereliability. In case of scale I i.e. My

official work schedule does not

interfere with my personal and

regular family schedule, cronbachs

alpha value is coming 0.785, whichindicate that all the 12 variables are goodmeasurement for measuring the scale

My official work schedule does not


regular family schedule and all thevariables in this scale cronbachs alpha

is more than 0.7. So each variable has

influence upon the scale.

Scale 2

For measuring the scale measurementcronbachs alpha value is coming 0.27.

So the variables taken for studying Scale2 is not too reliable for measuring -

While in office my family

responsibilities do not interfere my

regular work"

Among the variables Q-2 value is

coming negative, which means this

variable is not quite enough formeasuring the scale 2

Scale 3

For measuring the scale measurement

cronbachs alpha value is coming 0.702.

So this is reliable for measuring -I

enjoy all the benefits from the policies

and practices for WLB given in the

organization. Here all the variables

value is coming positive which means it

is influenced by all the variables that we

have taken for measurement.

Scale 4

For measuring the scale measurementcronbachs alpha value is coming0.534.

So this is reliable for measuring -TheCounseling process helps to reduce

anxietyHere all the variables value is

coming positive which means it is

influenced by all the variables that we


Scale 5


So this is very good reliable for

measuring -the culture & workingcondition of the organization isappreciatedHere all the variables valueis coming positive which means it is



Scale 6


cronbachs alpha value is coming 0.603.So this is reliable for measuring

increasing female participation in thecorporate world is worthy. Here allthe variables value is coming positive

which means it is influenced by all the

variables that we have taken formeasurement.

Scale 7


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cronbachs alpha value is coming 0.839.So this is very good reliable for

measuring Health and other interests

Of the employees are taken care

ofHere also all the variables value iscoming positive which means it is



Scale 8

For measuring the scale measurementcronbachs alpha value is coming -0.063.

So this is not at all reliable for measuring

the global competition allows me to

balance my work and life

effectivelyAlso variable 1 is comingnegative

Scale 9


So this is reliable for measuring --Do

you believe that your balance work

life has enabled to achieve the

followings. Here also all the variables

value is coming positive which means itis influenced by all the variables that we


Q-II Table 2: Regression Model I

Model B R square value Significance

Constants 0.587 0.678 0.555

Q II.1 0.469 0.036

Q II.2 0.106 0.438

Q II.3 -0.313 0.111

Q II.4 -0.112 0.499

Q II.5 0.154 0.219

Q II.6 -0.047 0.72

Q II.7 0.317 0.075

Q II.8 -0.242 0.216Q II.9 0.054 0.745

Q II.10 -0.061 0.702

Q II.11 0.134 0.47

Q II.12 0.448 0.074

Regression Model 1:

The Regression Model for Hypothesis

My official work schedule does not


regular family schedule

Y=0.587+0.469 x Q1+0.106 xQ2 -0.313xQ3-0.112xQ4-0.154xQ50.-

0.047xQ6+0.317xQ7-0.242*Q8+0.054*Q9-0.061*Q10+0.134*Q11+0.448*Q12

This model represents for measuring thescale (My official work schedule does

not interfere with my personal and

regular family schedule) in work life balance . The model R- square value is

0.678, which indicate the dependant

variable influenced by independent

variable of 67.8%.

Looking after the significant value i.e.constant is 0.555 which is greater than P-


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value of 5% level of significance that

means the hypothesis My official work

schedule does not interfere with my

personal and regular family schedule

which hold good i.e. hypothesis is

accepted

Each variable of the model I is

significant for testing the scale reliabilityof My official work schedule does not


regular family schedule. But one

variable i.e. Q1, significance value isless than 0.05. So all the variable is

influencing the model I except Q1.

Q III Table 3: Regression Model II


(Constant) 1.783 0.056 0.46

Q III.1 0.169 0.715

Q III.2 0.352 0.278

Q III.3 -0.098 0.66

Q III.4 0.051 0.777

Q III.5 0.066 0.719

Regression Model 2:

The Regression Model for Hypothesis -

While in office my family


regular work"

Y=1.783+0.169 x Q1+0.352 x Q2-0.098 x Q3+0.051 x Q4+0.066 x Q5

This model represents for measuring the

scaleII- While in office my family

responsibilities do not interfere myregular work in work life balance. The

model R- square value is 0.056, whichindicate the dependant variable

influenced by independent variable of

5.6%

Looking after the significant value i.e.

constant is 0.46 which is greater than P-value of 5% level of significance that

means the hypothesis While in office

my family responsibilities do not

interfere my regular workwhich holdgood i.e. hypothesis is accepted

Each variable of the model I is

significant for testing the scale reliability

of While in office my family


regular work i.e. the significant value

of all the variables are greater than P-value of 5% level of significance

Q IV Table 4: Regression Model III


(Constant) 0.231 0.631 0.801

Q IV.1 0.391 0.008

Q IV.2 -0.193 0.115

Q IV.3 -0.095 0.498

Q IV.4 0.173 0.192


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Q IV.5 0.426 0.024

Q IV.6 0.134 0.387

Q IV.7 0.359 0.036

Q IV.8 0.145 0.348

Q IV.9 -0.385 0.042

Regression Model 3:


I enjoy all the benefits from the

policies and practices for WLB given

in the organization

Y=0.231+0.391 x Q IV.1+-0.193 x Q IV.2-0.095 x Q IV.3+0.173 x Q IV.4+0.426 x Q

IV.5+0.134 x Q IV.6+0.359 x Q IV.7 +0.145 x Q IV.8-0.385 x Q IV.9


scale III - I enjoy all the benefits fromthe policies and practices for WLBgiven in the organization in work life

balance. The model R- square value is

0.631 which indicate the dependantvariable influenced by independent

variable of 63.1%.


constant is 0.231 which is greater than P-

value of 5% level of significance thatmeans the hypothesis I enjoy all the

benefits from the policies and

practices for WLB given in the

organization which hold good i.e.

hypothesis is acceptedHere in this case 4 variables are notsignificant for testing the scale reliability

I enjoy all the benefits from the

policies and practices for WLB given

in the organization, while 5 variables

are significant because their significant

values are greater than P- value of 5%level of significance. So the 4 variables

can not be considered in measuring

WLB. The variables are Q IV.1,Q

IV.5,Q IV.7,Q IV.9 Which can not beconsidered.

Q V Table 5: Regression Model IV


(Constant) 2.507 0.175 0.004

Q V.1 0.396 0.018

Q V.2 -0.056 0.8

Regression Model 4:


The Counseling process helps to

reduce anxiety

Y=2.507+0.396 x Q V.1-0.056 x Q V.2


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scale IV -Counseling process helps to

reduce anxiety in work life balance.

The model R- square value is 0.175,

which indicate the dependant variable

influenced by independent variable of17.5 %.


constant is 0.004 which is less than P-


means the hypothesis I enjoy all the

benefits from the policies and

practices for WLB given in the

organization which does not hold good

i.e. hypothesis is rejected.

So this hypothesis cannot be consideredto determine WLB in this organization

VI Table 6: Regression Model V


(Constant) 1.294 0.697 0.137

Q VI.1 -0.111 0.404

Q VI.2 0.258 0.108Q VI.3 0.08 0.572

Q VI.4 -0.235 0.159

Q VI.5 0.055 0.784

Q VI.6 -0.183 0.331

Q VI.7 0.694 0.003

Q VI.8 0.021 0.917

Q VI.9 -0.18 0.248

Q VI.10 0.144 0.387

Q VI.11 0.094 0.363

Regression Model 5:


the culture & working condition of the

organization is appreciated

Y=1.294-0.111 x Q VI.1+0.258 x Q VI.2+0.08 xQ VI.3-0.235 xQ VI.4+0.055 x Q VI.5-

0.183 x Q VI.6+0.694 x Q VI.7+0.021 x Q VI.8-0.18 x Q VI.9+0.144 x Q VI.10+0.094

x Q VI.11


scale V -- the culture & working

condition of the organization is

appreciated in work life balance. Themodel R- square value is 0.697 which

indicate the dependant variable

influenced by independent variable of

69.7%.



value of 5% level of significance thatmeans the hypothesis -- the culture &


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working condition of the organization

is appreciated which holds good i.e.hypothesis is accepted

Each variable of the model V issignificant for testing the scale reliability

of --the culture & working condition

of the organization is appreciated.

But one variable i.e. Q VI.7, significance

value is less than 0.05. So all thevariable is influencing the model V

except Q VI.7. So it can not be

considered for measuring work life

balance.

Q VII Table 7: Regression Model VI


(Constant) 1.56 0.16 0.197

Q VII.1 0.404 0.256

Q VII.2 0.177 0.662

Q VII.3 -0.054 0.799

Regression Model 6:


increasing female participation in the

corporate world is worthy

Y=1.56+0.404 x Q VII.1+0.177 x Q VII.2-0.054 x Q VII.3


scale VI- Increasing female

participation in the corporate world is

worthy in work life balance. The modelR- square value is 0.16 which indicatethe dependant variable influenced by

independent variable of 16% .




means the hypothesis -- female

participation in the corporate world is

worthy which holds good i.e. hypothesisis accepted

Each variable of the model VI is

significant for testing the scale reliabilityof female participation in thecorporate world is worthy. .

Q VIII Table 8: Regression Model VII


(Constant) 1.953 0.335 0.004

Q VIII.1 0.249 0.278Q VIII.2 -0.246 0.32

Q VIII.3 0.679 0.012

Q VIII.4 -0.236 0.117

Q VIII.5 0.098 0.498

Regression Model 7:


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Health and other interests Of the

employees are taken care of

Y=1.953+0.249 x Q VIII.1-0.246 x Q VIII.2+0.679 x Q VIII.3-0.236 x Q

VIII.4+0.098 x Q VIII.5

This model represents for measuring thescale VII - Health and other interestsOf the employees are taken care of in

work life balance. The model R- squarevalue is 0.335 which indicate the

dependant variable influenced by

independent variable of 33.5%


constant is 0.004 which is less than P-

value of 5% level of significance thatmeans the hypothesis Health and other

interests Of the employees are taken

care of which does not hold good i.e.hypothesis is rejected.

So this hypothesis can not be considered

ti determine WLB in this organization

Q IX Table 9: Regression Model VIII

Model B R square value Significance(Constant) 3.98 0.009 0

Q IX.1 -0.075 0.639

QIX.2 -0.035 0.824

Regression Model 7:


the global competition allows me to

balance my work and life effectively.

Y=3.98-0.075 x Q IX.1-0.035 x QIX.2


scale VIIi - the global competition

allows me to balance my work and life

effectively. in work life balance. The

model R- square value is 0.009 which

indicate the dependant variableinfluenced by independent variable of

0.9%

Looking after the significant value i.e.constant is 0 which is less than P- value

of 5% level of significance that means

the hypothesis the global competition

allows me to balance my work and life

effectively. i.e. hypothesis is rejected.

So this hypothesis can not be considered

ti determine WLB in this organization


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Q X Table 10: Regression Model IX


(Constant) 0.852 0.379 0.33

Q X.1 0.45 0.007

Q X.2 0.259 0.144

Q X.3 -0.187 0.336

Q X.4 0.256 0.097

Regression Model 9:


Do you believe that your balance

work life has enabled to achieve the

followings.

Y=0.852+0.45 x Q X.1+0.259 x Q X.2-0.187 x Q X.3+0.256 x Q X.4


scale IX- Do you believe that your

balance work life has enabled to

achieve the followings in work life

balance. The model R- square value is

0.379 which indicate the dependantvariable influenced by independent

variable of 37.9%.


constant is 0.33 which is greater than P-value of 5% level of significance that

means the hypothesis -- Do you believe

that your balance work life has

enabled to achieve the followings -

which holds good i.e. hypothesis is

accepted

Each variable of the model IX issignificant for testing the scale reliability

of -- Do you believe that your balance

work life has enabled to achieve the

followings. But one variable i.e. Q X.1,

significance value is less than 0.007. So

all the variable is influencing the modelIX except Q X.1. so it can not be

considered for measuring work lifebalance

Hypothesis Independent

Variable

P Value Hypothesis

Supported

H1 Q II 0.432 YES

H2 Q III 0.242 YES

H3 Q IV 0.183 YES

H4 Q V 0.469 YESH5 Q VI 0.173 YES

H6 Q VII 0.354 YES

H7 Q VIII 0.588 YES

H8 Q IX 0.528 YES

H9 Q X 0.387 YES


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Here all the P value of the Independent

variable (Hypothesis) is greater than the0.05. so all the hypothesis are taken into

consider for measuring the Work Life

Balance of a Particular Organization.

Conclusion:

Achieving a good balance between workand family commitments is a growing

concern for contemporary employees

and organisations. There is now

mounting evidence-linking worklifeimbalance to reduced health and

wellbeing among individuals and

families. It is not surprising then thatthere is increasing interest among

organisational stakeholders (e.g. CEOs,

HR directors) for introducing worklifebalance policies in their organisations.

Over the past twenty-five years, there

has been a substantial increase in work,which is felt to be due, in part, by

information technology and by an

intense, competitive work environment.

Long-term loyalty and a "sense ofcorporate community" have been eroded

by a performance culture that expects

more and more from their employees yetoffers little security in return.

Many experts predicted that technology

would eliminate most household chores

and provide people with much more time

to enjoy leisure activities; but manyignore this option, encouraged by

prevailing consumerist culture and a

political agenda that has "elevated thework ethic to unprecedented heights and

thereby reinforced the low value and

worth attached to parenting.

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14. Arthur, M. (2003). Share Price Reactions to Work-Family Initiatives: AnInstitutional Perspective. Academy of Management Journal, 46, pp. 497-505.

15.Worklifebalance.com

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Subash Chandra Nath 4007_23_02_10 AIMA