CHAPTER-4

DATA ANALYSIS
 DATA ANALYSIS

ge wise distribution of dual couple career at work and personal

environment

Dual couple career balance at

work and personal
Particulars environment Total
Low Medium High

N 40 40 87 167
Above 25 years
% 7.3% 7.3% 15.8% 30.4%

N 53 47 81 181
31-40 years
% 9.6% 8.5% 14.7% 32.9%
Age
N 43 28 55 126
41-50 years
% 7.8% 5.1% 10.0% 22.9%

N 12 12 52 76
Above 50 years
% 2.2% 2.2% 9.5% 13.8%

Source: primary data

400
350 Dual couple career
balance at work and
300
personal environment
250 Total
200 Dual couple career
150 balance at work and
100 personal environment
High
50
Dual couple career
0 balance at work and
N % N % N % N % personal environment
Above 25 years
31-40 years41-50 years
Above 50 years Medium

Age

Table 4.14 depicts the details regarding the women employees’ age and the
level of dual couple career balance at work and personal environment. Out of
167 women employees with age above 25 years, 15.8% of employees are
having high level balance in dual couple , 7.3% of employees are having
medium level balance in dual couple , and 7.3% of employees are having low
level balance in dual couple . Out of 181 women employees with age 31 – 40
years, 14.7% of employees are having high level balance in dual couple , 9.6%
of employees are having low level balance in dual couple , and 8.5% of
employees are having medium level balance in dual couple . Out of 126
women employees with age 41 -50 years, 10.0% of employees are having high
level balance in dual couple , 7.8% of employees are having low level balance
in dual couple , 8.5% of employees are having medium level balance in dual
couple . Out of 76 women employees with age above 50 years, 9.5% of
employees are having high level balance in dual couple , 2.2% of employees
are having medium level balance in dual couple , and 2.2% of employees are
having low level balance in dual couple .
The time you spend at work daily.

Particulars Number of Percentage

Respondents
Very 1 1.6
Unhappy
Unhappy 1 1.6
Indifferent 10 16.7
Happy 44 73.3
Very Happy 4 6.7
Total 60 100

(Source: Primary Data)

180
160
140
120
100
80 Percentage
60
Number of
40
20
0

From the above table we can observe that 1 respondent is very unhappy
about the time sent at work daily, 1 respondent is unhappy about the time
spent at work daily, 10 respondents feel indifferent about the time spent
at work daily, 44 respondents feel happy about the time spent at work
daily and 4 respondents feel very happy about the time spent at work
daily.
Balancing dual couple

Response Number of Respondents Percentage

Yes 434 78.90

No 116 21.10

Total 550 100

700

600

500

400 Percentage

300 Number of Respondents

200

100

0
Yes No Total

Source: primary data

Table 4.2 explores the women employees’ agreement towards

balancing their dual couple . 78.90 per cent of the women employees
working in the Food industry expressed that they are able to balance
their dual couple career and the remaining 21.10 per cent of the women
employees expressed that they are not able to balance their dual couple .
It is observed that most of the women employees (78.90%) working in
Food industry have accepted that they are able to balance their dual
couple .
TABLE: 1 Number of working hours in a day.

Particulars Number of Respondents Percentage

8 hours 18 30

8.5 hours 6 10

9 hours 31 51.7
>10 hours 5 8.3
Total 60 100

160
140
120
100
80 Percentage

60 Number of Respondents

40
20
0
8 hours 8.5 9 hours >10 Total
hours hours

(Source: Primary Data)

From the above table we can observe that 18 respondents work for 8 hours, 6
respondents work for 8.5 hours, 31 respondents work for 9 hours and 5 respondents
work for more than 10 hours a day at Bosch.
The organization has a policy on Dual couple career

Particulars Number of Percentage

Respondents

Yes 36 60
No 11 18.3
Don’t 13 21.7
Know

Total 60 100

(Source: Primary Data)

160

140

120

100
Percentage
80
Number of
60

40

20

0
Yes No Don’t Know Total

From the above table we can observe that 36 respondents say that their
organization has a policy on dual couple career, 11 respondents say that their
organization does not have a policy on dual couple career and 13 of the
respondents don’t know whether their organization has a policy on dual couple
career.
 The flexible working hours provided by the company due to current dual
couple career policy.

Particulars Number of Percentage

Respondents
Very 1 1.7
Unhappy
Unhappy 2 3.3
Indifferent 34 56.6
Happy 22 36.7
Very Happy 1 1.7
Total 60 100

(Source: Primary Data)

160
140
120
100
80
Percentage
60
Number of
40
20
0

From the above table we can observe that 1 respondent is very unhappy,
2 respondents are unhappy, 34 respondents feel indifferent, 22
respondents are happy and 1 respondent feel very happy about the
flexible working hours provided by the company due to its current dual
couple career policy.
The quality time with your family is missed because of work pressure.

Particulars Number of Percentage

Respondents

Never 3 5
Rarely 11 18.3
Sometimes 40 66.7
Often 5 8.3
Always 1 1.7
Total 60 100

160
140
120
100
80
Percentage
60
Number of
40
20
0

(Source: Primary Data)

From the above table we can observe that 3 respondents never feel that the quality
time with family is missed because of work pressure, 11 respondents rarely feel that
the quality time with family is missed because of work pressure, 40 respondents feel
that they sometimes miss the quality time with family because of work pressure, 5
respondents often feel that the quality time with family is missed because of work
pressure and 1 respondent always feel that the quality time with family is missed
because of work pressure.
The organization will be more effective and successful if employees have a good dual
couple career.

Particulars Number of Percentage

Respondents
Strongly 0 0
Disagree
Disagree 0 0
Neither 1 1.7
Agree nor Disagree

Agree 44 73.3
Strongly 15 25
Agree
Total 60 100
(Source: Primary Data)

180
160
140
120
100
80
60 Percentage
40
Number of
20
0

From the above table we can observe that 1respondent neither agree nor disagree, 44
respondents agree and 15 respondents strongly agree that the organization will be
more effective and successful if the employees have a good dual couple career.
Table 4.3 Balance your dual couple

Scaling level Number of Respondents Percentage

Very High 54 9.80
High 276 50.20
Neither high nor low 156 28.40
Low 47 8.50
Very low 17 3.10

Total 550 100

Source: primary data

700
600
500
400
300
200 Percentage
100 Number of Respondents
0

It is understood from the table 4.3 that the women employees

working in Food industry expressed about their responds towards balance
your dual couple , 50.20 per cent of the employees expressed that they
have high balance, 28.40 per cent of the employees expressed that they
have neither high nor low balance, 9.80 per cent of the employees
expressed that they have very high balance, 8.50 per cent of the
employees expressed that they have low balance and 3.10 per cent of the
employees expressed that they manage with very low balance. It is
observed that most of the women employees (50.20%) working in Food
industry have expressed that they are able to manage their work and life
with high balance.
 Feeling about working in food Industry

Response Number of Respondents Percentage

Very High 108 19.60

High 219 39.80

Neither high nor low 136 24.70

Low 73 13.30

Very low 14 2.50

Total 550 100

Source: primary data

700
600
500
400
300
200
Percentage
100
0 Number of Respondents

It is understood from the table 4.4 that the women employees working in Food
industry expressed their feelings about working in software industry, 39.80 per
cent of the employees expressed that they are having high satisfaction towards
the work,
24.70 per cent of the employees expressed that they have neither high nor low
satisfaction towards their job, 19.60 per cent of the employees expressed that
they are having very high satisfaction towards their work in software industry,
13.30 per cent of the employees expressed that they are having low satisfaction
towards their work and 2.50 per cent of the employees expressed that they are
having very low satisfaction towards their work in software industry. It is
observed that most of the women employees (39.80%) working in Food industry
have expressed that they are having high satisfaction towards their work in
software industry.
 Table 4.6
Present working environment is more pleasant in family life

Pleasant working Number of Respondents Percentage

environment

Very High 72 13.10

High 241 43.80

Neither high nor low 110 20.00

Low 87 15.80

Very low 40 7.30

Total 550 100

Source: primary data

700
600
500
400
300
200 Percentage
100
0 Number of Respondents

Table 4.6 shows the women employees’ opinion regarding the present
working environment in family life. 43.80 per cent of the employees expressed
that the present environment brings high satisfaction in family life, and 20.00
per cent of the employees expressed that they are neither satisfied nor
dissatisfied towards the family life, whereas 15.80 per cent of the employees
expressed that the present working environment have low satisfaction towards
family life, 13.10 per cent of the employees expressed that the work
environment have expressed very high satisfaction towards their family life
and 7.30 per cent of the employees expressed that the work environment have
brought very low satisfaction. It is observed that most of the women
employees (43.80%) working in Food industry feel that work environment
have brought high satisfaction towards the family life.
 Table 4.7
Leave due to family problems in a month

Leave Provision Number of Respondents Percentage

One day 217 39.50

Two days 255 46.40

More than 3 days 64 11.60

None of days 14 2.50

Total 550 100

Source: primary data

700

600

500

400
Percentage
300
Number of Respondents
200

100

0
One Two More None Total
day days than 3 of days
days

Table 4.7 depicts that the women employees working in Food

industry have expressed about their responses towards availing leave
due to family problems in a month, 46.40 per cent of the employees
expressed that they are availing two days,
39.50 per cent of the employees expressed that they avail one day, 11.60
per cent of the employees expressed that they avail more than 3 days and
2.50 per cent of the employees expressed that they are not availing any
leave towards their family problems. It is observed that most of the
women employees (46.40%) working in Food industry have expressed
that they are availing two days in a month due to family problems..
 Table 4.8
Present health position in balancing family work

Health Position Number of Respondents Percentage

Excellent 38 6.90

Very good 232 42.20

Good 141 25.60

Poor 107 19.50

Very poor 32 5.80

Total 550 100

Source: primary data

100%

95%

90%

Percentage
85%
Number of Respondents
80%

75%

Table 4.8 reveals that the women employees working in Food

industry expressed their responses towards present health position in
balancing family work, out of 550 women employees, 42.20 per cent of
the employees expressed that they are having very good health, 25.60
per cent of the employees expressed that their health condition is good,
19.50 per cent of the employees expressed that their health condition is
poor due to work, 6.90 per cent of the employees expressed that their
health is excellent and 5.80 per cent of the employees expressed that they
are having very poor health. It is observed that most of the women
employees (42.20%) working in Food industry have expressed that their
health conditions are very good in balancing family work.
 Table 4.9
Family support in present work pressure

Family Support Number of Respondents Percentage

Very High 100 18.20

High 254 46.20

Neither high nor low 137 24.90

Low 47 8.50

Very low 12 2.20

Total 550 100

Source: primary data

700
600
500
400
300
200 Percentage
100 Number of Respondents
0

Table 4.9 shows the responses given by the women employees

working in Food industry towards family support for present work
pressure, out of 550 women employees, 46.20 per cent of the employees
expressed that they are having high family support to manage the
pressure at work place, 24.90 per cent of the employees expressed that
they have neither high nor low support towards managing work pressure,
18.20 per cent of the employees expressed that they have very high
support from family to manage the work pressure, 8.50 per cent of the
employees expressed that they are having low support from family and
2.20 per cent of the employees expressed that they are having very low
support from family. It is observed that most of the women employees
(46.20%) working in Food industryhave expressed that they are having
high family support to manage the present work pressure.
 Table 4.12
Factors helping for balancing work and family commitments

Statements Mea SD t-value p-value

n
Working from home 4.62 0.512 14.002 <.001**
Official laptops 4.51 0.522 17.746 <.001**
Being able to bring children to work on
2.81 1.771 2.554 <.001**
occasions
Support from colleagues at work 3.72 1.015 16.714 <.001**
Support from family members 3.54 1.215 10.458 <.001**

** significant at 1% level

Support from family members 3.54

1.215 10.458

100%
80% Support from family
60% members 3.54 1.215
10.458
40%
20%
0%
p-value

From table 4.12 significant differences is observed at 1% level

between average score and factors that help the women employees
working in Food industry in Hyderabad for balancing work and family
commitment.
Further on investigating the mean values in the table 4.12, it is
inferred that working from home, official laptops, support from
colleagues at work and support from family members are more than the
average level help to the women employees working in IT organizations
in Hyderabad. However bringing their children to work on occasions
does not help them to balance their dual couple .
CHAPTER-V
 FINDINGS

The major finding of this study is that the work is having a negative
effect on the life of the employees and the overtime working, demands of
the work, quality time of the employees is missed with their family
because of work and the meetings conducted after the office hours.
From the test conducted we came to know that the employee’s job has an impact on
their personal life.

Majority of the employees agree that they get support and help from their immediate
supervisor or the manager.

From this study we can infer that the factors like overtime, travelling to work,
meetings and training after the working hours impact the dual couple career of the
employees.

Majority of the employees feel that the flexible finishing time in the organization
helps them to balance their work life effectively.

Majority of the employees at Bosch feel that the policy on dual couple career
provided by the organization is indifferent.

Most of the employees agree that the organization gives an opportunity for the
employee’s family members to participate in the company’s celebrations or other
activity which is a good sign as the employees feel good about the organization as
well as their family members which helps in building good relationships.

It is seen from the analysis that majority of the employees feel happy about the time
they spend at the work place daily.
 SUGGESTIONS

From the analysis of the reports through questionnaire survey it is seen

that the organization have realised the need for dual couple careerof
employees and offers the policy and programs that concentrates on the
growth of the employees and that is family friendly.

Since, balancing of work and family roles is one of the key issues in the
coming years, the organization should improvise and innovate the ways
to cater the employees having diverse needs and these should be the
integral to core business but not the optional.

There should be utmost care taken in taking decisions in adopting and

implementing the policies as it impacts both employee and the
organization.

There must be proper communication made to the employees regarding

the company’s policies and must be encouraged.

There must be a proper and a flexible time that has to be adopted so that
employees doesn’t feel stressed about the overtime working and they can
spend a quality time with their family and they can even make time to
finish their family duties and commitments.
 CONCLUSION

It can be said that Dual couple career is a very important issue in the Human Resource

Management field and it has a vital impact on the productivity and growth of both the

organization and the employee. Work life is all about a measure about controlling on

when, where and how they work. Many factors are acting as supporting elements for

employees to achieve balance between work and personal life. While certain elements

like employees participation in framing the policies and taking key decisions,

effective communication of organizations policies can be strengthened to make work

and personal life of employees highly balanced.

 BIBLIOGRAPHY

 Mohammad niaz,Journal of Vocational Behaviour (2003) – “Relation between

work family balance and quality of life.” Page 510- 531
 Rebbecca,Journal of Nursing Management (2006) -”A
mechanism for improving job satisfaction and work life
balance.” Page 282 - 288

 Peter,Family Relations, Vol. 50, No.1 (jan 2001) Page 49-58