APPENDIX - 1 (QUESTIONNAIRE)

WORK LIFE BALANCE AND ITS IMPACT ON PERFORMANCE OF WOMEN

EXECUTIVES IN IT. COMPANIES

Dear Participant

Thanks for sparing your valuable time and for participating in this study of 'Work Life

Balance and its Impact on the Performance of Women Executives in IT companies' The

purpose of this research is to better understand the relationship between Work life Balance and

Performance of women executives in the IT companies. Please read the instruction carefiilly and

don't leave any questions unanswered. Honesty in answers would be highly appreciated and

data so collected will be used only for academic purpose.

Thanks & Regards

Sunita Bharatwal

Research Scholar

PERSONAL PROFILE

Name of the Company:

Age: 20-25 ( ) 25-35 ( ) 35-45 ( ) More than 45 ( )
Designation : Trainee ( ) Executive ( ) Senior Executive ( )
Marital Status : Single ( ) Married ( )
Occupation of Spouse: Business ( ) Government Service ( )
Corporate Employee ( ) Other ( )
Family Monthly Income: Below Rs. 40,000 ( ) Rs. 40,000 - 80,000 ( )
More than Rs. 80,000 ( )
Highest Qualification : Under Graduate ( ) Graduate ( )

Post Graduate ( ) Others ( )

• How many children do you have?
None ( ) 1( ) 2( ) More than 2 ( )
• Age ofthe elder child: < 2 yrs( ) 2-5 ( ) 5-10 ( ) 10-15 ( ) > 1 5 ( )

Family Type in which You are residing: Nuclear ( ) Joint ( )

Please tick the appropriate column out of S.D-Strongly Disagree, D- Disagree, N-Neither
agree nor disagree, A-Agree S.A-Strongly Agree

I. Work life balance activities in the company and its relationship with performance of
Women Executives

S.No Statement S. D N A S.
D A
1. My work profile has a deep impact on my work life.

2. I feel burdened with the amount of time I spend at work.

3. Supportive work culture is prevailing in my organization.

4. I believe that superior's style supports the work life balance of a

women employee.

5. 1 am free to openly discuss issues related to my work life with

my superior.

6. My work life balance reduces my absenteeism from the job

7. The presence of more male colleagues in work group puts stress

on my work.

8. 1 am normally expected to work beyond working hours.

9. My male colleague's behavior is co-operative.

10. I feel I am able to balance my work life most of the times.

11. The provision of long leave, maternity leave exist in my

company.

12. The facility of working from home is being provided in my

company.

13. I give my best when 1 am provided with work life balance

facilities by the company.

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14. The facility of working in shifts is being provided in my
company.

15. Time off for family emergencies &. events are given.

16. The working hours are flexible.

17. Incentives and benefits updated from time to time influences the
devotion towards the firm.
18. Facility of part-time or reduced work hours is kept for the
convenience.

19 Child care facilities and emergency care for children is available

in my company.

20. Remuneration for the extra work has always been provided in
my organization.

II. The perceptions of women professionals regarding the barriers to their

advancement to senior management positions

S.No Statement SD D N A SA

21. Gender biasness in promotional opportunities hinders their

advancement to senior managerial position and influences
performance.

22. Promotion based on a fair performance appraisal system

influences performance.

23. Exclusion from informal networks and communication

influences a women executives' advancement to senior position.

24. Women need not struggle more for the promotion in the
hierarchy.
25. Lack of mentoring influences my advancement to senior
managerial position.

26. Working for long hours and in shifts hinders one's choice for the

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 senior managerial position.

27. I get support from my family for professional advancement to

senior position.
28. The monetary benefits at the senior managerial position
influence my decision to opt for career advancement.

29. Lack of gender-sensitive policies by the employer influences the

women professional's advancement to senior position.

30. Male stereotyping does not plays an obstacle in Women

Professional's advancement to senior position

31. Competence of women is not overlooked in her advancement to

senior position.

32. Senior positions are not reserved on the basis of gender in the
company.

33. Proper training is imparted from time to time for the career
advancement of the women executives.

34. Gender Biasness is not practiced in relation to training imparted

in my company.

III. Impact of the Family Responsibilities on the Career Decisions of the Women Executives

S.No Statements SD D N A SA

35. Personal or family worries and problems distract me when I am

at my work.

36. My husband/parents help(s) me in my household work as well as

in office work.

37. Putting career prior to family leads to social disapproval and

rejection.

38. Career trade-offs are undertaken to take care of family

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 responsibilities in the nuclear families.

39. Responsibilities towards children in the nuclear families hinder

the women professionals' advancement.

40. The joint family puts obstacles in the career decisions.

41. It is a social norm that the women should take care of the family
responsibility.

42. The salary of spouse has no influence/will not have, over my

career decisions.

43. The higher designation of wife restricts her career growth graph
in general.

44. Commitment to family responsibilities hinders my professional

advancement.

45. Monetary needs of the family have no influence over the career
decisions of the women executives.

IV. The organizational support women professionals seek to get to achieve better work life
balance

S.No Statement SD D N A SA

46. My boss carries a positive attitude and is supportive in my work

related commitments.

47. I do not feel hesitant in discussing my problems related to work-

life imbalance with my boss.

48. My boss allows me to bring children to work occasionally, when

I am in need.

49. Negative attitude of peers and colleagues at work place disturbs

the balance of my work and family commitments.

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50. I complete my targets on time and up to the expectation level of
my boss.

51 Technologies such as laptops/cell phones at work place obstruct

my family commitments.

52. I feel work life balance policy in the organization should be

customized to the individual needs of women executives.

53. If women executives have good work-life balance the

organization will be more effective.

54. I am comfortable with work- family policies of my company.

55. There is an encouragement to avail paid/unpaid parental leave in

my company.

Thank You!
Appendix II. Glossary of terms

Adoptive leave: Leave for an eligible employee adopting a child

Working time can be scheduled around a number of core days or hours that must be worked.

Working time can be adjusted to meet business demands

Banking of hours: This means time worked in addition to normal working time can be banked

and taken as leave at the end of a period, usually between 4 and 6 weeks. There are usually

limitations on how much time can be banked and when the leave must be taken

Bereavement leave: Leave given on the death of an immediate family member

Burnout: A state of emotional, mental, and physical exhaustion caused by excessive and

prolonged stress.

Career break: A period of leave agreed by both the employer and employee for a specified

period, generally unpaid

Compassionate leave: Leave given to an employee for personal reasons

Compressed hours: Standard amount of hours worked over fewer days

E Working: Forms of flexible working that utilise technology and telecommunications to

conduct work outside the workplace

Flexitime: An employee's starting and finishing time are made flexible within certain core hours

Job sharing: An arrangement which divides one fiill-time job between two workers with the

responsibilities and time divided between them

Job splitting: An arrangement similar to job sharing which divides specific tasks between two

workers, giving them separate responsibilities

Long-hours culture: Working longer than standard hours in order to progress or impress in the

workplace

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Maternity leave: Statutory leave given at the time of childbirth to a mother

Paternity leave: Leave given at the discretion of the employer at the time of the birth of their

child

Parental leave: Statutory leave of 14 weeks for parents to look after a child under 8 years or up

to 16 years in the case of children with disabilities

Part-time work: Where an employee works less than fiill-time working hours in their

organisation

Teleworking: Similar term to E Working - using technologies for flexible location working

Term time working: Employees work only during school terms in order to fit in with childcare

demands. Their pay can be given on a pro rata basis or spread out over the yearly pay period

Work-life balance: A balance between work and domestic Responsibilities

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