WORK-LIFE BALANCE AMONG UNIVERSITY FACULTIES

Introduction - The issue of balancing work and life is rising to the front of many firms' and
workers' agendas, both at work and at home. Human resource professionals look for methods to
improve their firms' bottom lines, boost employee happiness, retain employees with critical
corporate knowledge, and stay up with workplace changes in today's fast-paced society. Work-
life balance has become a big subject in today's world of competing responsibilities and
obligations. People are finding it more difficult to manage the pressures of the profession with
the obligations of a housewife, whether male or female, in today's fast-paced society. Their lives
are like a see-saw, swinging back and forth, and they frequently find themselves juggling. This
present management issue has become challenging for young corporate executives who have
only recently begun their family life, as well as for young and middle-aged parents who must pay
close attention to their children who are fast-growing students or young adults. Changing to a
method in which emotional intelligence takes the lead might aid in achieving Work-Life
Management equilibrium.
WHAT IS WORK-LIFE BALANCE?
Work-life balance relates to how personal and professional activities are prioritized in an
individual's life, as well as how prominent work-related activities are at home.
Work-life balance is an issue that impacts businesses, the market, the government, and society as
a whole. Women who are pregnant and parents who are raising children are critical components
of the future labour and consumer markets. While the workplace continues to be based on male
breadwinner workers, the shift from a single male breadwinner family model to one in which
both parents work has made it more difficult to raise children.
"Work-family balance" evolved into "work-life balance" in part as a response to employees
without benefits. "Life" refers to any unpaid activities or duties. While the term "unpaid work" is
not usually used to refer to work, it might be broadened to cover it.
Research objective-
The main objective of the study is to examine the different aspects of Work-life balance among
university faculties.
The study has the following objectives:

To study the relationship among university faculties between work-life balance and demographic
variables like:

Age,
Gender,
Marital status,
Religion,
Caste,
Spouse status,
Type of family,
Qualifications,
Designation,
Length of service,
Monthly income,
Childcare and eldercare responsibility,

To understand the effect of employee work-life balance on employee satisfaction and retention
as an outcome variable.
To determine the factors affecting work-life balance among working women.
To know the source of support to promote the work-life balance of working women.
To study that how family activities affect the performance of a job.
4. Research problem and gap-
5. LITERATURE REVIEW
V.T.R. Vijaya Kumar, Mrs. Asha Pravin, Mr. J.Dhilip studied by "A Study on Work-
Life Balance among Married Women Employed in Engineering Colleges.
Conclusion Work-life balance was discussed in this study paper: a healthy balance between
one's employment and private life can increase both one's quality of life and productivity at
work. According to the researchers, women's work-life balance is not as straightforward as it
appears. The attitudes of a diverse group of female employees regarding competing demands
at home, work, and personal life are two sides of the same coin. It is important for women to
work-life balance for employees to maintain a good balance between work and their personal
lives. Employees' sources of support and the problems that impede their work-life balance.
This research paper title is "A study on Work-Life Balance in Working Women".
Written by G. Delina Ph.D. Research Scholar.
According to this study expert, very few women had access to advanced education, and they
were obliged to rely on their fathers' or spouses' attitudes regarding women and labour. The
rapidly evolving information industry has created opportunities for more women to be
enlightened by higher education. Education has not only empowered them, but it has also
provided them with a solid career path. To investigate the incidence of work-life balance
 issues among married working women, To investigate the work-life balance issues of
married working women based on demographic factors such as age, number of children, and
spouse's profession. 34 The purpose of this research is to investigate the impact of work-life
balance on the quality of life of married working women.
3. Tausig, M., & Fenwick, R. (2001). Unbinding time: Alternate work schedules and
work-life balance. Journal of family and economic issues, 22(2), 101-119.
We investigate whether different work schedules impact perceived work-life imbalance—the
"time bind." The findings reveal that different timetables do not, in and of themselves,
"unbind" time. However, perceived control over work schedules improves work-life balance
after controlling for family and job characteristics. Being a parent is the most constant family
attribute that predicts imbalance. Hours worked are the most constant work variable that
predicts imbalance. When hours worked are controlled for, women and part-timers are found
to experience more imbalance. Younger and more educated people also report a greater
work-life imbalance. They do, however, claim higher degrees of timetable management and
alternate schedule control methods.
McDowell, L. (2004). Work, workfare, work/life balance and an ethic of care. Progress
in Human Geography, 28(2), 145-163.

This study expands on Paul Cloke's (2002) compelling argument on the need for human
geography to establish an ethical attitude. He has done so, however, through an examination
of the implications of several changes, such as the labour market in the United Kingdom, the
assumptions underlying welfare provision under New Labour, and the position of women and
men in the United Kingdom, rather than through an emphasis on the Christian values that
infused Cloke's argument. I demonstrate how an individualistic ethos penetrates both the
labour market and the welfare state, undermining concepts of communal welfare and an ethic
of caring within the larger framework of neoliberal ideology's predominance in global and
national politics. If an ethic of care is to be (re)established, it will necessitate far-reaching
changes in how organizations and institutions operate at various geographical scales, as well
as new sets of obligations toward coworkers, family members, and the general public. I end
by addressing some of the ramifications of such an ethic for ordinary academic activities.
Emslie, C., & Hunt, K. (2009). 'Live to work' or 'work to live? A qualitative study of
gender and work-life balance among men and women in mid‐life. Gender, Work &
Organization, 16(1), 151-172.
Many current studies of 'work-life balance' either overlook or take gender for granted. To
compare work-life balance experiences, we conducted semi-structured interviews with men and
women in their forties (aged 50 to 52 years). Our findings indicate that gender continues to play
a role in how respondents balance home and work life. The women addressed their present
difficulty balancing numerous responsibilities (despite the fact that they had no small children at
home), whereas the males recounted comparable conflicts in the past when their children were
young. However, there was diversity among men (some of whom 'worked to live,' while others
'lived to work') and women (some of whom constructed themselves in relation to their families,
while others positioned themselves as 'independent women,' as well as some similarities between
men and women (both men and women constructed themselves as 'pragmatic workers'). We
propose strategies to broaden gender-neutral conceptions of work-life balance.
Warren, T. (2004). Working part‐time: achieving a successful 'work‐life balance? 1. the
British journal of sociology, 55(1), 99-122.
The function of part-time work in balancing women's work and family life has spawned a
plethora of literature. Using data from the British Household Panel Survey on women
working part-time and full-time in various level occupations, this paper argues that it is now
critical to move these balancing debates beyond work-family rhetoric and reposition the
study of women's working time in broader work-life discussions. Work-family debates
sometimes overlook numerous essential aspects that women balance in their life, in addition
to family and job, such as financial stability and leisure. The research demonstrates that
evaluating the financial positions and leisure lifestyles of female part-time workers in lower-
level employment offers a less hopeful image of their 'life balance' than is depicted in much
work-family literatures. Instead, they appeared as the least financially secure employees and,
as a result, the least content with their social life. It is concluded that since the work‐life
system is multi‐ and not just two‐dimensional, it is crucial to examine how all life domains
interrelate with each other. In this way, we would be better positioned to begin assessing all
the benefits and disadvantages of working part‐time and with other work‐life balancing
strategies.

McCarthy, A., Darcy, C., & Grady, G. (2010). Work-life balance policy and practice:
Understanding line manager attitudes and behaviors. Human Resource Management
Review, 20(2), 158-167.

Work-life balance (W.L.B.) is gaining popularity in the field of human resource management.
With the devolution of human resource management authority, line managers play a more active
part in H.R.M. decision-making, including work-life balance considerations. Using planned
behavior theory, this study provides a conceptual model that explains what influences line
manager W.L.B. policy and practice behaviors, as well as the impact on employee W.L.B.
experience in their businesses. Line manager engagement in W.L.B. policies, policy awareness,
perceived policy instrumentality, and personal policy use are characteristics hypothesized to
influence line manager attitudes toward W.L.B. policies. These attitudes, in turn, are thought to
have an impact on three employee W.L.B. policy outcomes: policy knowledge, policy adoption,
and policy satisfaction. The ramifications for future research and practice are discussed in detail.
Houston, D. M. (2005). Work-life balance in the 21st century. In Work-life balance in
the 21st century (pp. 1-10). Palgrave Macmillan, London.
Working longer and longer hours is not good for company - or for people. Worrying about
childcare or eldercare can only increase your stress. Returning to work too soon after a major
life event, such as a birth, death, or sickness, is likely to have a negative impact in the long
run.
G.Delina, Ph.D., Research Scholar, "A Study of Work-Life Balance in Working Women."
This researcher investigated women's limited access to higher education, which forced them
to rely on their fathers' or husbands' opinions toward women and labour. Because of the fast
expanding information sector, a greater proportion of women now have access to higher
education.
Not only has education empowered them, but it has also given them with a stable job path.
The goal of this research is to determine how widespread work-life balance concerns are
among married working women..
K. Santhana Lakshmi and S. Sujatha Gopinath. WORK-LIFE BALANCE OF
WOMEN EMPLOYEES WITH REFERENCE TO TEACHING FACULTIES".
An internal management and technology research magazine was launched. The author
makes an attempt to explain. The work-life balance of female employees has become a hot
subject as time has passed. The household's breadwinners are men. In today's environment,
when men and women are equal, they share the burden of earning money for the well-being
of their families equally. Life. According to research, most women work 40-45 hours each
week. It is tough for about 53% of them to establish a work-life balance. A good work-life
balance Women should be proactive in organizing their business and personal calendars in
order to achieve a fantastic work-Life balance.
Kenexa Research Institute (2007)
Reveal that employees who were more supportive of their company's efforts to depart were
more likely to do so. They have pride in their company, are eager to recommend it as a place
to work, and have a higher salary gratification at work. According to a survey done among
those who have difficulty establishing work-life balance, Those who work in Australia are
their counterparts. This has the effect of increasing overall life pleasure. As a result, the
survey revealed that female academics in the United Kingdom are dissatisfied with their jobs.
As Australian women, we have a well-balanced life.

Work-life balance among academic staff of the University of Lagos by Ayuntunde

Adebayo in the year 2016
The study focused on the work-life balance of academic personnel at the University of
Lagos. Ayuntunde Adebayo wrote this study, which was published in the Makere journal
of higher education in 2016. The study focuses on methods for improving academic
 personnel' work-life balance and, as a result, job satisfaction at the University of Lagos. It
was discovered that academic employees at the University of Lagos are now anxious at
work, which might have a detrimental influence on their job happiness.
A Study on Work-Life Balance of Working Women”- With Special reference
Chennai City by Dr. R. Rangarajan in the year 2018
The research has been done on Work Life Balance of Working Women”- With
Special reference Chennai City. The paper was published at International Journal of
Creative Research Thoughts in the year 2016. The author was Dr. R. Rangarajan.
Both the collection of primary and secondary data has been used. It was found that
there is no significant difference between demographic profile and factors related to
personal life expectations, personal life satisfaction, work expectations, work
satisfaction and work load of working women. The study was conducted with a small
sample size due to time constraints. The focus of the study was only on the work-life
balance of working women in Chennai. Working women's comments are influenced
by the opinions and perceptions of their respondents.

Conceptual Study of Relationship between Emotional Intelligence & Work Life Balance in
Corporate World by Prof. Sandhya Shelar in the year 2018
The investigation has been conducted on There is a scarcity of scholarly research on
employee engagement in the extant literature (Saks, 2006). Furthermore, as addressed
later in this paper, there is some misunderstanding concerning the idea of employee
intelligence. The research paper published in the IUP Journal of Organizational Behavior
in April 2015 on 'Exploring the Relationship Between Emotional Intelligence and Work-
Life Balance in the Service Industry' provides an encouraging finding that employees,
regardless of gender or age, benefit from high levels of emotional intelligence in
achieving low interference of personal life with work and work with personal life. They
have a better work-life balance overall.
The impact of Work-Life balance on Job Satisfaction by A.Aruna Shantha in the year 2019
The following research studies provide theoretical basis for the current investigation.
Work Life Balance was described differently by different academics. Professor
Opatha (2001) defines balance as "the stability, significance, or strength that we have
between two things." As a result, Job Life Balance is a decent balance between an
individual's work life and personal/family life. Balance between work and family life
is described as the degree to which you meet the demands of your job and your
family. If you meet the respective expectations in a way that makes you happy, you
may claim that you have a good work-life balance. By the end of 1980, WLB was
recognised as a problem not just for women, but also for males (Bird,
2006).Similarly, Lewis (2003), cited from Lewis et al. (2000), stated that the
 discussion on work life is more gender neutral and is a concern of both men and
women who try to balance between family responsibilities, workplace and leisure.
Work Life Balance policies and practices can bring clear benefits to their
business (Narendernath, 2007; The Business Case, 2001). . All in all Work Life
Balance is said to also improve the quality of life of employees in that employees
who experience WLB are fully engaged in both roles, not allowing urgencies in
either their work or family domain to affect their performance in either of these roles
chronically.

Impact of Work-Life Balance, Happiness at Work, on Employee Performance by Khaled

Adnam Bataineh in the year 2019
The influence of organisational services and policies that are designed for offering
support to workers on conflicts that occur between their job and their lives has been
the focal point of work-life research. As a result, the existing literature sought to
appreciate the function played by companies in assisting in reducing the tension
experienced by workers as a result of the demands of work and the part they are
obligated to perform at home (Emslie, and Hunt, 2009; Hon and Chan, 2013).
According to the findings, employees who have access to services such as flexible
scheduling, childcare, maternity leave, and supervisor assistance are more likely to
have a less conflicting work-life, more job satisfaction, less stress, and are less likely
to desire to resign (Helmle et al., 2014).In research on the issue regarding work-
life, gender has also been explored, particularly with respect to how the roles
and expectations of gender impact the perceptions regarding work and family
roles. Here as evidenced by the findings, in certain situation, gender
expectations in a situation impact how far individuals feel incompatibility
between work and life roles, and this can cause the perceived level of stress
and the perceptions of conflict between the roles of work and life to increase.
INFLUENCE OF WORKLIFE BALANCE PRACTICES ON PERFORMANCE
OF THE BANKING INDUSTRY IN KENYA BY AGNES KINANU
MUNGANIA IN THE YEAR 2017
Work-life balance is acknowledged at both the theoretical and organisational levels as a
crucial factor in assuring employee commitment, productivity, and performance, as well
as boosting job satisfaction and decreasing employee turnover intentions. The theory
stresses balance as a direct formative latent construct (Edwards & Bagozzi, 2000), which
indicates that work life balance is comprised of several facts that precede and provide
meaning to balance (Grzywacz & Carlson, 2007). Work life balance, according to
Greenhaus, Collins, and Shaw (2003), consists of three components: time balance,
involvement balance, and satisfaction balance. Time balance refers to equal time devoted,
involvement balance refers to equal psychological effort and presence invested, and
satisfaction balance refers to equal satisfaction expressed across work and family roles.
Workhours and work-life balance by Karen Albertsen, Guðbjörg Linda Rafnsdóttir, Asbjörn
Grimsmo, Kristinn Tómasson, Kaisa Kauppinen in the year 2008
There is limited evidence in the literature on the impact of working time choices on employee
satisfaction in Germany. HOLST AND SCHUPP [1998] investigated preferred working hours
among German employees and discovered that they are much shorter than actual working hours,
a preference that lasted at least a decade (HOLST [2007]). Based on GSOEP data from the mid-
1980s to the mid-1990s, MERZ [2002] relates working hours to individual well-being by
utilising the number of working hours an employee desires to alter as an indication of economic
well-being. Using more recent data from 2004, GRZINGER et al. [2008] discover that working
time preferences are strongly linked to life and job satisfaction. Furthermore, HANGLBERGER
[2010b] examines the influence of working hours on job satisfaction using GSOEP data from
2005 and 2007 and finds that self-determined working hours have a favourable effect on job
satisfaction for full-time employees.
Work-Life Balance and Job Satisfaction: A Case Study of Employees on Banking
Companies in Jakarta by Kasbuntoro, Dasih Irma, Sari Maemunah, Imam Mahfud2,
Mochammad Fahlevi, Ryani Dhyan Parashakti in the year 2020
Work-life balance has arisen as a distinct theme in the work-life literature in recent years
(Allen et al., 2010). Work-life balance has been determined in a variety of ways. Clark
(2000), for example, defines work-life balance as the amount of pleasure individuals have
when they can operate at work and at home with minimum role conflict. Work-life
balance is defined by Grzywacz and Carlson (2007) as achieving expectations of
responsibilities discussed and shared by people and couples regarding their duties in the
work and family domains. Work-life balance, according to Allen et al. (2010), is the
extent to which individual performance and happiness in work and family responsibilities
are consistent with prioritising individual life roles at a given point in time. Individual
views of work-life balance are connected to job satisfaction, family satisfaction, life
satisfaction, family function, and organisational commitment, according to empirical
results.
A STUDY OF WORK-LIFE BALANCE: CHALLENGES AND SOLUTIONS BY Dr.Indu
Gautam & Dr. Sameeksha Jain in the tear 2018
The study's objective is to investigate the perspectives of male workers in a male-dominated
occupation on work-life balance concerns. It became clear that work-life imbalance was not just
a cause of anxiety, but also a substantial source of discontent for participants. Furthermore,
participants saw a definite link between issues with work-life balance and withdrawal
behaviours, such as turnover and non-genuine sick absence. Kanwar et al. (2014) studied the
impact of work-life balance and burnout on job satisfaction in the Information Technology (IT)
and IT Enabled Services (ITES) industries. Burnout is judged on three dimensions:
meaninglessness, demotivation, and tiredness. Male employees were more satisfied with their
jobs than female employees. Interestingly, the IT group reported poorer work-life balance and
job satisfaction, while the ITES group had higher meaninglessness, de-motivation, and tiredness.
Study on work-life balance among the executives in IT industry with special reference to
Technopark, Trivandrum,Kerela by Prof. (Dr.) K.S Chadrasekar; Mrs. Suma S.R; Mrs.
Renjini
According to the findings of the study, an effective Work-Life Balance is S. Nair;
damaging to an employee's job happiness and productivity. The organisation Mrs. Anu
should focus on offering effective Work Life Balance policies and programmes to S.R in
achieve optimal Work Life Balance, which will assist them in improving the year
employee productivity and controlling attrition. Above all, employees should take 2013
some preventative strategies for self-management, such as efficient time
utilisation to reduce burnout and stress.

Work Life Balance of Women Employees in the Information Technology

Industry by Vijayakumar Bharathi; Padma Mala; Sonali Bhattacharya in the year
2015

The research was conducted, and it was discovered that the promotion of work-
life balance policies is of mandatory importance to the governing body in order to
increase commitment to a company. According to Hyman et al. (2003), the job-
related variables that intrude into workers' non-work life include organizational
pressures combined with a lack of work centrality. Such invasions frequently
emerge differently depending on the nature of job, degree of autonomy, and
organizational support (Hyman et al. 2003; Atkinson and Meager 1986). Fisher
and Layte (2003) defined three unique sets of work-life balance measurements,
including the proportion of free time, the overlap of work and other dimensions
of life, and the time spent with other people. According to Burke (2002), an
organization that promotes work-life balance is chosen by both men and women.
The advantage appeared to be greater for males than for women. Men were more
satisfied when they achieved more in their jobs, even if it meant disregarding
their families. Women, on the other hand, highlighted the need of striking a
balance between job and family sources of fulfilment. When employment
prohibits women from caring for their families, they are sad, disillusioned, and
frustrated. Women dislike the blurring of the lines between work and home life.
RESEARCH OBJECTIVES
The main objective of the study is to examine the different aspects of Work-life balance among
university faculties.

The study has the following objectives:-

To study the relationship among university faculties between work-life balance and demographic
variables like :

Age,
Gender,
Marital status,
Religion,
Caste,
Spouse status,
Type of family,
Qualifications,
Designation,
Length of service,
Monthly income,
Childcare and eldercare responsibility,
Research problem and gap –
The working men and women are unable to balance their work-life with their daily household
and cannot manage to spend time with their families and loved ones. This made them hate their
job, and that impacted their efficiency and productivity.
Scope of the project –
The present study shows us how university faculties manage their work life and the balance
between their working life and personal life, which includes their family, income level, status,
etc. so this study will help to understand the problems and how this can be solved.
Variables –
Dependent variable -Work-life balance among university faculties
Independent variable –
Age,
Gender,
Marital status,
Religion,
Caste,
Spouse status,
Type of family,
Qualifications,
Designation,
Length of service,
Monthly income,
Childcare and eldercare responsibility
Research Methodology –
Research methodology is a systematic way to solve a problem. It is the science of studying how
research is to be carried out. Essentially, the procedures by which researchers go about their
work of describing, explaining, and predicting phenomena are called research methodology. It is
also defined as the study of methods by which knowledge is gained.

Descriptive research design –

Descriptive research is just an attempt to determine or identify what is, whereas analytical
research aims to determine why something is the way it is or how it came to be. Descriptive
research aims to shed light on existing challenges or problems through a data collection
procedure that allows them to explain the situation more fully than would otherwise be feasible.
Sample Unit: University faculties
Sample Size: 80 University faculties & working women
Sample Area: University faculties
Sample Method:
The research was done by the survey in accordance with the convenience of the employees. So
the sample type is convenient sampling.
Source of Data collection technique (Primary): Primary data has been collected through
survey with the help of schedule and questionnaire techniques.
Source of data collection technique (Secondary): Research papers and published materials
from websites.
Source of data -
PRIMARY DATA- Primary data is information that you collect specifically for the purpose of
your research project. An advantage of primary data is that it is specifically tailored to your
research needs.
SECONDARY DATA- Secondary data refers to data that was collected by someone other than
the user. Common sources of secondary data for social science include censuses, information
collected by government departments, organizational records and data that was originally
collected for other research purposes.
QUESTIONNAIRE METHOD

This type of data collection is very popular, especially when dealing with large inquiries. The
questionnaire is mailed to responders, who are expected to read and comprehend it before
writing their responses in the space provided on the questionnaire. A questionnaire is distributed
to people with the request that they answer the questions and return them. Questions are printed
in a predetermined sequence and delivered to samples which are expected to read, understand,
and respond to the questions in the space supplied.
Hypothesis-
Null hypothesis – There is no significant relationship between the work-life balance among
university faculties and their length of service.
The alternative hypothesis- there is a significant relationship between the work-life balance of
university faculties and their length of service.
DATA Analysis-

Ques 1 Age of the university faculties?

Age of respondents No. of Respondents Percentage
Below 30 27 45%
30- 40 23 38.3%
41-50 10 16.7%
above 50 0 -
Total 60 100%

Table 4.1 Frequency distribution by age of respondents

Figure 4.1 Graphical representation by age of respondents.
(Source: Field survey 2021)
DATA INTERPRETATION
Graph 4.1shows that 45% of respondents are under age group below 30, 38.3% of respondents
are under age group 30-40, 16.7% of respondents are under age group 41-50, and 0% of
respondents are under the age group of above 50 in the survey during conducted.
DATA REPORTING
Graph 4.1 shows that the Majority (45%) of respondents are under age below 30.

Ques 2 Monthly salary of university faculties?

Monthly salary No. of Respondents Percentage
Below 20000 4 6.7%
20000-30000 19 31.7%
30001-40000 20 33.3%
Above 40000 17 28.3%
Total 60 100%

Table 4.2 Frequency distribution by the monthly salary of respondents.

-
Figure 4.2 Graphical representation by the monthly salary of respondents.
(Source: Field survey 2021)
DATA INTERPRETATION
Graph 4.2 shows that the monthly salary of respondents 6.7% were below 20000, 31.7% of
respondents were20000-30000, 33.3% of respondents were 30001-40000, 28.3% of respondents
were above 40000.
DATA REPORTING
Graph 4.2 shows that the Majority (33.3%) of respondents are under 30001-40000.

Ques 3 Marital status respondents of university faculties?

Marital status No. of Respondents Percentage
Single 31 51.7%
Married 29 48.3%
TOTAL 60 100%

Table 4.3 Frequency distribution by marital status of respondents

Figure 4.3 Graphical representation by marital status of respondents.

(Source: Field survey 2021)
DATA INTERPRETATION
Graph 4.3 shows that 51.7% of respondents were single and 48.3% were married during the
survey conducted.
DATA REPORTING
Graph 4.3 shows that the maximum numbers of respondents were single and rest of the
respondents were married.

Ques 4 Are the university faculties living in home town?

Home town No. of Respondents Percentage
Yes 30 50%
No 30 50%
Total 60 100%

Table 4.4 Frequency distribution by living in home town of respondents.

Figure 4.4 Graphical representations by the hometown of respondents.

(SOURCE: Field survey 2021)
DATA INTERPRETATION: Graph 4.4 shows that 50% of respondents were living in their
hometown, and 50% were living away from their hometown during a survey conducted.
DATA REPORTING: Graph 4.4 shows the balance between living or away from the hometown
of respondents among university faculties.
Ques 5 Highest academic qualification of university faculties ?
DEGREE OF RESPONDENTS No. of Respondents Percentage
Online degree 1 1.7%
Bachelor degree 6 10%
Masters degree 37 61.7%
Doctorate degree 15 25%
Other 1 1.7%
Total 60 100%

Table 4.5 Frequency distribution by degree of respondents

Figure 4.5 Graphical representation by the degree of respondents.

(Source: field survey 2021)
DATA INTERPRETATION: Graphs 4.5 shows that degree of respondents where 1.7% of
respondents had an online degree,10%were had a bachelor degree,61.7% were had a
degree,25%were have a doctorate degree and 1.7% have other during the survey conducted.
DATA REPORTING: Graph 4.5 shows Majority (61.7%) of respondents were having master’s
degrees among university faculties.

Ques 6 From how many years have university faculties worked in this institution?
 Years of working No. of Respondents Percentage
Less than 1 year 24 40%
1-2 year 13 21.7%
3-5 year 5 8.3%
6-10 year 8 13.3%
11-15 year 5 8.3%
16-20 year 2 3.3%
20+ year 3 5%
Total 60 100%

Table 4.6 Frequency distribution by years of working in the institution of respondents.

Figure 4.6 Graphical representation by years of working in the institution of respondents.

(Source: Field survey 2021)
DATA INTERPRETATION: Graph4.6 shows that working of university faculties where 40%
of respondents were less than 1 year, 21.7%were 1-2 year, 8.3% were 3-5 year,13.3% were6-10
year,8.3% were11-15 year,3.3% were 16-20 year, and 5% were 20+ year during a survey
conducted.
DATA REPORTING: Graph 4.6 shows Majority (21.7%) of respondents were under 1-2 years.

Ques 7 How do university faculties feel satisfied with the number of holidays received in a
year?
Satisfaction level No. of respondents Percentage

Very satisfied 3 5%
Satisfied 13 21.7%
Neutral 25 41.7%
Not satissfied 11 18.3%
 Very Dissatisfied 8 13.3%
Total 60 100%

Table 4.7 Frequency distribution by no. of holidays received in a year of the respondents.

Figure 4.7 Graphical representations by no of respondents in a year of the respondents.

(Source: field survey 2021)
DATA INTERPRETATION: Graph 4.7 shows that 5% of respondents were very satisfied,
21.7% of respondents were satisfied, 41.7% of respondents were neutral, 18.3% of respondents
were not satisfied, and 13.3%were very dissatisfied with no of holidays received in a year during
a survey conducted.
DATA REPORTING: Graph 4.7 shows that the Majority (41.7%) of respondents were neutral
with the number of holidays received in a year. Are

Ques8 How many university faculties usually do any extra work?

Overtime No. of Respondents Percentage

Yes 26 43.3%
No 34 56.7%
Total 60 100%

Table4.8 Frequency distribution by respondents doing extra work.

Figure 4.8 Graphical representation by respondents doing extra work.
(Source: field survey 2021)
DATA INTERPRETATION: Graph4.8% shows that 43.3% of respondents were doing
overtime and 56.7% of respondents were not doing extra work during a survey conducted.
DATA REPORTING: Graph4.8% shows that the Majority (56.7 %) of respondents were not
doing any extra work with normal working hours.

Ques9 How many university faculties live with their spouse?

Live No. of Respondents Percentage
Yes 32 53.3%
No 28 46.7%
Total 60 100%
Table4.9 Frequency distribution by respondents living with spouse.

Figure 4.9 Graphical representation by respondents living with a spouse.

(Source: field survey 2021)
DATA INTERPRETATION: The graph shows that 46.7% of respondents were living with
their spouses, 53.3% of respondents were not during the survey conducted.
DATA REPORTING: The graph shows that the Majority (53.3%) of respondents were not live
with their spouses.

Ques10 How do university faculties rate their current job in the following parameters?

PARAMETERS POOR SATISFACTORY GOO VERY NOT

D GOOD
APPLICABLE
SALARY AND 10 28 14 7 1
WAGES
LOCATION OF 4 23 21 12 1
WORKPLACE
 FRIENDLY 3 19 21 16 1
ENVIRONMENT
HOLIDAYS 9 22 24 4 1
INTEREST IN 2 23 19 16 -
JOBS
CAREER 8 20 25 7 -
DEVELOPMENT
IN PROSPECTS
FLEXIBLE 17 22 16 5 1
WORKING
HOURS
LEAVE 7 30 18 5 -
ARRANGEMENT
TRAINING AND 12 24 15 10 -
DEVELOPMENT
JOB SECURITY 17 16 18 9 -

Table4.10 Frequency distribution for rating the current job to the following parameters by the
respondents.

Figure 4.10 Graphical representation by respondents rating the current job.

(Source: field survey2021)
DATA INTERPRETATION: Graph 4.10 shows that the blue bar shows poor level by
respondents, red bar shows a satisfactory level by respondents, orange bar shows a good level,
green bar shows very good level by respondents, purple level by respondents during a survey
conducted.

DATA REPORTING: Graph 4.10 shows the Majority for salary $ wages. location of
workplace, flexible working hours, Interest in the job, leave arrangement and training $
development to respond with satisfaction level by the respondents and Majority for holidays,
career development in prospects, job security and friendly environment respond with good level
by the respondents.

Ques 11 Is employees are expected to put their jobs before family and personal matters?
Particulars No. of Respondents Percentage
Strongly agree 12 20%
Agree 20 33.3%
Uncertain 7 11.7%
Disagree 17 28.3%
Strongly disagree 4 6.7%
Total 60 100%
Table 4.11 Frequency distribution of employees are expected to put their jobs before family and
personal matters by the respondents

Figure 4.11 Graphical representation of employees are expected to put their jobs before family
and personal matters by the respondents.
(Source: field survey 2021)
DATA INTERPRETATION: Graph 11.1 shows that 20% of respondents were strongly agreed,
33.3% of respondents agreed, 11.7% of respondents were uncertain, 28.3% of respondents
disagreed and 6.7% strongly disagreed with that employees are expected to put their job before
family and personal matter during the survey conducted.
DATA REPORTING: Graph 11.1 shows that the Majority (33.3%) of respondents agreed with
those employees expected to put their jobs before family and personal matters.

Ques 12 To what extents do your family life and family responsibilities interfere with your
performance on your job in any of the following ways: -
1. Family worries or problems distract you from your work

Particular No. of Respondents Percentage

Strongly agree 6 10%
Agree 16 26.7%
Neutral 19 31.7%
Disagree 14 23.3%
Strongly disagree 5 8.3%
Total 60 100%

Table 4.12(1) Frequency distribution by the respondents that family worries or problems distract
them from their work.

Figure 4. 12(1) Graphical representations by the respondents that family worries or problems
distract them from their work.
(Source: field survey 2021)
DATA INTERPRETATION: Graph 4.12(1) shows that 10% of respondents were strongly
agreed, 26.7% of respondents agreed, 31.7% of respondents were neutral and 31.7% of
respondents disagreed and 23.3% of respondents were strongly disagreed respondents during the
survey conducted.
DATA REPORTING: Graph4.12 (1) shows that the Majority (31.7%) of respondents were
neutral with that family worries or problems distract them from their work.

2. Family Activities stop you from getting the amount of sleep you need to have for doing
your job well?

Particular No. of Respondents Percentage

Strongly agree 7 11.7%
Agree 7 11.7%
Neutral 24 40%
Dissagree 21 35%
Strongly dissagree 1 1.7%
Total 60 100%

Table 4.12(2) Frequency distribution by the respondents that family activities stops you getting
the amount of sleep you need to have for doing your job well.

Figure 4.12(2) Graphical representation by the respondents that family activities stops you from
getting the amount of sleep you need to have for doing your job well.
DATA INTERPRETATION: Graph4.12(2) shows that 11.7% of respondents were strongly
agreed,11.7% of respondents were agreed, 40% of respondents were neutral, 35% of respondents
disagreed and 1.7% strongly disagreed with that family activities stops you from getting the
amount of sleep you need to have for doing your job well.
DATA REPORTING: Graph 4.12(2) shows that the Majority (40%) of respondents were
neutral with that family activities stops the respondents from getting the amount of sleep which
the respondents need to have for doing their job well

Ques13  Overall, how much are respondents satisfied with the job?
Particular No. of Respondents Percentage
Very Satisfied 12 20%
Satisfied 32 53.3%
Quite Satisfied 12 20%
Not Satisfied 4 6.7%
Total 60 100%

Table4.13 Frequency distribution by the respondents satisfied with their job.

Figure 4.13 Graphical representation by the respondent satisfied with their job

(Source: field survey 2021)

DATA INTERPRETATION: Graph 4.13 shows that 20% of respondents were very satisfied,
53.3% of respondents were satisfied, 20% of respondents were quite satisfied and 6.7% were not
satisfied with the job during survey conducted.

DATA REPORTING: Graph 4.13 shows that the Majority (53.3%) of respondents were
satisfied with the job.
Ques14(Only for married working women) How women managed their profession and
personal life by following ways, (VARIOUS FACTORS WHICH AFFECTS WOMEN
WORK-LIFE BALANCE) SCALE: - SA - Strongly Agree A – Agree N – Neutral DA –
Disagree SDA – Strongly Disagree
 
VARIOUS FACTORS WHICH AFFECT WOMEN SA A N DA SDA
WORK-LIFE BALANCE
My spouse equally shares household activities and child-caring 4 9 - - -
responsibilities.
I can pay electricity, water, and telephone bills through my family 2 7 3 - -
members.
I can make my kids ready for school with my family members. 4 6 2 - -
I am taking care of cutting vegetables and making dinner regularly in 3 6 3 - -
the evening.
My spouse takes care of picking up and dropping the kids at the school 3 5 4 - 1
I get consulted when we purchase valuable assets in my family. 5 6 2 - -
I take time off / leave when my child is suffering from illness. 5 6 1 - -
I am taking care of aged parent(s)/in law(s). 4 6 3 - -
I can give my full attention towards children with the help of my 5 7 1 - -
family.
I can spend the time I want on my own self development 3 8 2 - -

Table 4.14 Frequency distribution by the married women to the various factors that affects
women work-life balance.
Figure 4.14 Graphical representation by the married women to the various factors that affects
women’s work-life balance.
(Source: field survey 2021)
DATA INTERPRETATION: Graph 4.14 shows that the blue bar shows strongly agree by the
respondents, the red bar shows agree by the respondents, the orange bar shows neutral by the
respondents, the green bar shows disagree by the respondents, and the purple bar shows strongly
disagree by the respondents with the various factors which affect the married women in their
professional and personal life.
DATA REPORTING: Graph 4.14 shows that majority of women agree that she gets support
from her husband to take care of her child and household activities and whenever she gets time
from professional and household work that time she spends on self-development.

RESEARCH FINDINGS

1) DEMOGRAPHIC PROFILE:
According to the demographic profile of the respondents, the bulk of them (45 percent)
were BELOW 30 years old and had one or two children. While 16.7 percent of
respondents had no senior dependents to care for, the remainder reported at least two or
more elderly dependents. As a result, the vast majority of respondents belonged to a
family of at least four individuals. The whole faculty sample included for this study had
to have finished their degree. The majority (61.7 percent) had master's degrees, 10% had
bachelor's degrees, and roughly (25 percent) had a doctorate or other degree. (48.3
percent) of those polled were married, while (51.7 percent) were unmarried. About 40%
of those polled had worked in this institution for one year or less, while 5% had worked
there for more than 20 years. Respondents' responses to open-ended questions indicated
that the majority of women had made a conscious decision to pursue a profession, and
many of them had selected vocations without any force or pressure. The majority of them
had gotten a job to satisfy their urge to be independent and self-sufficient, while some
had gotten a job to support the family income. None of the respondents felt that their
 contributions to the organization were unappreciated. Over eighty-five percent of
respondents felt they made a significant contribution to their organization. They also felt
deserving of their position and prestige. According to the findings, women who work do
so of their own free will and are not necessarily hired to offer financial assistance for
their families. Discussions with respondents also indicated that women in higher-level
career positions have a better work-life balance since their salary is higher and their jobs
are more flexible. Working women with family support were also said to have a better
work-life balance and less work pressure.
INTERFERENCE OF WORK WITH FAMILY LIFE:
Majority of the respondents agreed that work interfered with family life. This may be
attributed to the fact that mostly work hours are not limited to 5-6 hours in a day, they spend
more time in work This leaves them with very little time for family, there may be
interference of work with family life due to long hours spent in completing official work and
family problem distracts them to perform well their job.

2) NO TIME FOR ONESELF:

The majority of the respondents agreed that they had no time for themselves. (50%) of the
respondents live away from home and over 50% of them also had family support, they had to
commute long distances every day to work. This robbed them of precious time that could be
constructively spent for their personal growth or spiritual pursuits.

3) FULFIL OTHERS’ EXPECTATIONS:

As working women are constantly juggling between two fulfill time jobs, taking multiple
roles in both domains, there is a lot of work pressure resulting in work-life conflict. While
there is a lot of expectation from families to fulfill social roles, the organization also expects
them to perform effectively. Both domains expect the working women to do full justice to all
their roles thereby exerting tremendous stress and strain. The research suggests that in trying
to fulfill others’ expectations, working women are often left with very little space for
themselves to pursue their personal interests.

LIMITATION

Conclusion:
work-life balance it could be concluded that when demands from the work and non-work
domains are
mutually incompatible, conflict may occur. For this reason, we have to balance between the
work and
life through satisfaction in their job. It is generally agreed that work-life balance has
become more
difficult. Within the past decade or so, the global workplace has seen increased numbers
of working
women, dual career and single parent families, and increased numbers of employees with elder
care
responsibilities; a decrease in job security; and a challenging of work-family boundaries
due to
technological change. Organizationally speaking, if the work life balance is balanced it reflects
a highly
favorable organizational benefit. The productivity and profitability of the concern is in the hands
of the
employees
Conclusion:
work-life balance it could be concluded that when demands from the work and non-work
domains are
mutually incompatible, conflict may occur. For this reason, we have to balance between the
work and
life through satisfaction in their job. It is generally agreed that work-life balance has
become more
difficult. Within the past decade or so, the global workplace has seen increased numbers
of working
women, dual career and single parent families, and increased numbers of employees with elder
care
responsibilities; a decrease in job security; and a challenging of work-family boundaries
due to
technological change. Organizationally speaking, if the work life balance is balanced it reflects
a highly
favorable organizational benefit. The productivity and profitability of the concern is in the hands
of the
employees
Conclusion:
work-life balance it could be concluded that when demands from the work and non-work
domains are
mutually incompatible, conflict may occur. For this reason, we have to balance between the
work and
life through satisfaction in their job. It is generally agreed that work-life balance has
become more
difficult. Within the past decade or so, the global workplace has seen increased numbers
of working
women, dual career and single parent families, and increased numbers of employees with elder
care
responsibilities; a decrease in job security; and a challenging of work-family boundaries
due to
technological change. Organizationally speaking, if the work life balance is balanced it reflects
a highly
favorable organizational benefit. The productivity and profitability of the concern is in the hands
of the
employees
Conclusion:
work-life balance it could be concluded that when demands from the work and non-work
domains are
mutually incompatible, conflict may occur. For this reason, we have to balance between the
work and
life through satisfaction in their job. It is generally agreed that work-life balance has
become more
difficult. Within the past decade or so, the global workplace has seen increased numbers
of working
women, dual career and single parent families, and increased numbers of employees with elder
care
responsibilities; a decrease in job security; and a challenging of work-family boundaries
due to
technological change. Organizationally speaking, if the work life balance is balanced it reflects
a highly
favorable organizational benefit. The productivity and profitability of the concern is in the hands
of the
employees
Conclusion:
work-life balance it could be concluded that when demands from the work and non-work
domains are
mutually incompatible, conflict may occur. For this reason, we have to balance between the
work and
life through satisfaction in their job. It is generally agreed that work-life balance has
become more
difficult. Within the past decade or so, the global workplace has seen increased numbers
of working
women, dual career and single parent families, and increased numbers of employees with elder
care
responsibilities; a decrease in job security; and a challenging of work-family boundaries
due to
technological change. Organizationally speaking, if the work life balance is balanced it reflects
a highly
favorable organizational benefit. The productivity and profitability of the concern is in the hands
of the
employees
work-life balance it could be concluded that when demands from the work and non-work
domains are
mutually incompatible, conflict may occur. For this reason, we have to balance between the
work and
life through satisfaction in their job. It is generally agreed that work-life balance has
become more
difficult. Within the past decade or so, the global workplace has seen increased numbers
of working
women, dual career and single parent families, and increased numbers of employees with elder
care
responsibilities; a decrease in job security; and a challenging of work-family boundaries
due to
technological change. Organizationally speaking, if the work life balance is balanced it reflects
a highly
favorable organizational benefit. The productivity and profitability of the concern is in the hands
of the
employees.
work-life balance it could be concluded that when demands from the work and non-work
domains are
mutually incompatible, conflict may occur. For this reason, we have to balance between the
work and
life through satisfaction in their job. It is generally agreed that work-life balance has
become more
difficult. Within the past decade or so, the global workplace has seen increased numbers
of working
women, dual career and single parent families, and increased numbers of employees with elder
care
responsibilities; a decrease in job security; and a challenging of work-family boundaries
due to
technological change. Organizationally speaking, if the work life balance is balanced it reflects
a highly
favorable organizational benefit. The productivity and profitability of the concern is in the hands
of the
employees.
Bibiliography:
work-life balance it could be concluded that when demands from the work and non-work
domains are
mutually incompatible, conflict may occur. For this reason, we have to balance between the
work and
life through satisfaction in their job. It is generally agreed that work-life balance has
become more
difficult. Within the past decade or so, the global workplace has seen increased numbers
of working
women, dual career and single parent families, and increased numbers of employees with elder
care
responsibilities; a decrease in job security; and a challenging of work-family boundaries
due to
technological change. Organizationally speaking, if the work life balance is balanced it reflects
a highly
favorable organizational benefit. The productivity and profitability of the concern is in the hands
of the
employees.
Bibiliography:
work-life balance it could be concluded that when demands from the work and non-work
domains are
mutually incompatible, conflict may occur. For this reason, we have to balance between the
work and
life through satisfaction in their job. It is generally agreed that work-life balance has
become more
difficult. Within the past decade or so, the global workplace has seen increased numbers
of working
women, dual career and single parent families, and increased numbers of employees with elder
care
responsibilities; a decrease in job security; and a challenging of work-family boundaries
due to
technological change. Organizationally speaking, if the work life balance is balanced it reflects
a highly
favorable organizational benefit. The productivity and profitability of the concern is in the hands
of the
employees.
Bibiliography:
work-life balance it could be concluded that when demands from the work and non-work
domains are
mutually incompatible, conflict may occur. For this reason, we have to balance between the
work and
life through satisfaction in their job. It is generally agreed that work-life balance has
become more
difficult. Within the past decade or so, the global workplace has seen increased numbers
of working
women, dual career and single parent families, and increased numbers of employees with elder
care
responsibilities; a decrease in job security; and a challenging of work-family boundaries
due to
technological change. Organizationally speaking, if the work life balance is balanced it reflects
a highly
favorable organizational benefit. The productivity and profitability of the concern is in the hands
of the
employees.
Bibiliography:
work-life balance it could be concluded that when demands from the work and non-work
domains are
mutually incompatible, conflict may occur. For this reason, we have to balance between the
work and
life through satisfaction in their job. It is generally agreed that work-life balance has
become more
difficult. Within the past decade or so, the global workplace has seen increased numbers
of working
women, dual career and single parent families, and increased numbers of employees with elder
care
responsibilities; a decrease in job security; and a challenging of work-family boundaries
due to
technological change. Organizationally speaking, if the work life balance is balanced it reflects
a highly
favorable organizational benefit. The productivity and profitability of the concern is in the hands
of the
employees.
Bibiliography:
work-life balance it could be concluded that when demands from the work and non-work
domains are
mutually incompatible, conflict may occur. For this reason, we have to balance between the
work and
life through satisfaction in their job. It is generally agreed that work-life balance has
become more
difficult. Within the past decade or so, the global workplace has seen increased numbers
of working
women, dual career and single parent families, and increased numbers of employees with elder
care
responsibilities; a decrease in job security; and a challenging of work-family boundaries
due to
technological change. Organizationally speaking, if the work life balance is balanced it reflects
a highly
favorable organizational benefit. The productivity and profitability of the concern is in the hands
of the
employees.
Bibiliography:

tion scheme for those

who feel dissatisfied.

security.

Conclusion:
work-life balance it could be concluded that when demands from the work and non-work
domains are
mutually incompatible, conflict may occur. For this reason, we have to balance between the
work and
life through satisfaction in their job. It is generally agreed that work-life balance has
become more
difficult. Within the past decade or so, the global workplace has seen increased numbers
of working
women, dual career and single parent families, and increased numbers of employees with elder
care
responsibilities; a decrease in job security; and a challenging of work-family boundaries
due to
technological change. Organizationally speaking, if the work life balance is balanced it reflects
a highly
favorable organizational benefit. The productivity and profitability of the concern is in the hands
of the
employees.
Conclusion:
work-life balance it could be concluded that when demands from the work and non-work
domains are
mutually incompatible, conflict may occur. For this reason, we have to balance between the
work and
life through satisfaction in their job. It is generally agreed that work-life balance has
become more
difficult. Within the past decade or so, the global workplace has seen increased numbers
of working
women, dual career and single parent families, and increased numbers of employees with elder
care
responsibilities; a decrease in job security; and a challenging of work-family boundaries
due to
technological change. Organizationally speaking, if the work life balance is balanced it reflects
a highly
favorable organizational benefit. The productivity and profitability of the concern is in the hands
of the
employees
work-life balance it could be concluded that when demands from the work and non-work
domains are
mutually incompatible, conflict may occur. For this reason, we have to balance between the
work and
life through satisfaction in their job. It is generally agreed that work-life balance has
become more
difficult. Within the past decade or so, the global workplace has seen increased numbers
of working
women, dual career and single parent families, and increased numbers of employees with elder
care
responsibilities; a decrease in job security; and a challenging of work-family boundaries
due to
technological change. Organizationally speaking, if the work life balance is balanced it reflects
a highly
favorable organizational benefit. The productivity and profitability of the concern is in the hands
of the
employees.
work-life balance it could be concluded that when demands from the work and non-work
domains are
mutually incompatible, conflict may occur. For this reason, we have to balance between the
work and
life through satisfaction in their job. It is generally agreed that work-life balance has
become more
difficult. Within the past decade or so, the global workplace has seen increased numbers
of working
women, dual career and single parent families, and increased numbers of employees with elder
care
responsibilities; a decrease in job security; and a challenging of work-family boundaries
due to
technological change. Organizationally speaking, if the work life balance is balanced it reflects
a highly
favorable organizational benefit. The productivity and profitability of the concern is in the hands
of the
employees.
Bibiliography:
work-life balance it could be concluded that when demands from the work and non-work
domains are
mutually incompatible, conflict may occur. For this reason, we have to balance between the
work and
life through satisfaction in their job. It is generally agreed that work-life balance has
become more
difficult. Within the past decade or so, the global workplace has seen increased numbers
of working
women, dual career and single parent families, and increased numbers of employees with elder
care
responsibilities; a decrease in job security; and a challenging of work-family boundaries
due to
technological change. Organizationally speaking, if the work life balance is balanced it reflects
a highly
favorable organizational benefit. The productivity and profitability of the concern is in the hands
of the
employee
Conclusion:
work-life balance it could be concluded that when demands from the work and non-work
domains are
mutually incompatible, conflict may occur. For this reason, we have to balance between the
work and
life through satisfaction in their job. It is generally agreed that work-life balance has
become more
difficult. Within the past decade or so, the global workplace has seen increased numbers
of working
women, dual career and single parent families, and increased numbers of employees with elder
care
responsibilities; a decrease in job security; and a challenging of work-family boundaries
due to
technological change. Organizationally speaking, if the work life balance is balanced it reflects
a highly
favorable organizational benefit. The productivity and profitability of the concern is in the hands
of the
employee
work-life balance it could be concluded that when demands from the work and non-work
domains are
mutually incompatible, conflict may occur. For this reason, we have to balance between the
work and
life through satisfaction in their job. It is generally agreed that work-life balance has
become more
difficult. Within the past decade or so, the global workplace has seen increased numbers
of working
women, dual career and single parent families, and increased numbers of employees with elder
care
responsibilities; a decrease in job security; and a challenging of work-family boundaries
due to
technological change. Organizationally speaking, if the work life balance is balanced it reflects
a highly
favorable organizational benefit. The productivity and profitability of the concern is in the hands
of the
employees.
work-life balance it could be concluded that when demands from the work and non-work
domains are
mutually incompatible, conflict may occur. For this reason, we have to balance between the
work and
life through satisfaction in their job. It is generally agreed that work-life balance has
become more
difficult. Within the past decade or so, the global workplace has seen increased numbers
of working
women, dual career and single parent families, and increased numbers of employees with elder
care
responsibilities; a decrease in job security; and a challenging of work-family boundaries
due to
technological change. Organizationally speaking, if the work life balance is balanced it reflects
a highly
favorable organizational benefit. The productivity and profitability of the concern is in the hands
of the
e
work-life balance it could be concluded that when demands from the work and non-work
domains are
mutually incompatible, conflict may occur. For this reason, we have to balance between the
work and
life through satisfaction in their job. It is generally agreed that work-life balance has
become more
difficult. Within the past decade or so, the global workplace has seen increased numbers
of working
women, dual career and single parent families, and increased numbers of employees with elder
care
responsibilities; a decrease in job security; and a challenging of work-family boundaries
due to
technological change. Organizationally speaking, if the work life balance is balanced it reflects
a highly
favorable organizational benefit. The productivity and profitability of the concern is in the hands
of the
emplo7LIMITAT
A. The study is limited to teachers of only University (Invertis University), so this study can be
extended to compare the dimensions of work-life balance with teachers of other universities.

B. The study was conducted in a limited time period on a limited sample. For the purpose of
future study and much better results, the sample size of the respondents can be increased.

C. Data collection was a problem because most of the teachers generally do not have time to
provide responses. Some respondents were so busy in their routine life that they are not
easily ready to fill the questionnaire. An intensive follow-up and reminder mechanism is
needed in the future to enhance the inflexibility of the process.

CONCLUSION
Work-life balance is essential. It is possible to conclude that conflict arises when expectations
from the work and non-work domains are mutually conflicting. As a result, via job happiness, we
must find a balance between work and life. Work-life balance has become increasingly
challenging, and this is universally accepted. Due to technological advancements in the last
decade or two, the global workplace has seen a rise in the number of working women, dual-
parent and single-parent families, and employees with eldercare responsibilities; a reduction in
job security; and questioning of work-family boundaries. A good work-life balance indicates a
considerable organizational value when it comes to the workplace. Employees are in charge of
the productivity and profitability of the firm.

BIBLIOGRAPHY

1) V.T.R. Vijaya Kumar, Mrs. Asha Pravin, Mr.J.Dhilip studied by “A Study on Work-Life
Balance among Married Women Employed in Engineering Colleges.
2) The research paper entitles “WORK-LIFE BALANCE OF WOMEN EMPLOYEES
WITH REFERENCE TO TEACHING FACULTIES”. Written by K. Santana Lakshmi
and S. Sujatha Gopinath. Published by Internal journal research in management and
Technology
3) This research paper title is “A study on Work-Life Balance in Working Women”. written
by G. Delina Ph.D. Research Scholar
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