BUSINESS RESEARCH PROJECT

ON

“A REPORT ON WORK LIFE BALANCE- A HUMAN

RESOURCE PERSPECTIVE”

SUBMITTED IN PARTIAL FULFILLMENT OF THE

REQUIREMENTS FOR THE MASTER’S DEGREE IN
BUSINESS ADMINISTRATION

SUBMITTED TO:

RESEARCH GUIDE SUBMITTED BY

Inu Bansal DAMINI
Assistant Professor Student ID-
IMS Unison University (IUU21MBA159)
Dehradun

IMS UNISON UNIVERSITY, DEHRADUN

BATCH 2020-22
 ACKNOWLEDGEMENT

I express my deep sense of gratitude to the chairman Mr Amit Agrawal and the chancellor,
professor Gurdeep Singh IMS unison university, for giving me the opportunity of being a
part of this prestigious institution.

I'm I am extremely thankful and pay my gratitude to the Dean, School of Management for
his valuable guidance and support on completion of this project report.

I want to thank “DAMINI” an ideal teacher, mentor and project supervisor. I amproud of
and grateful for her continuous advice and encouragement during this study.

Finally, I wish to thanks my parent, friends and all the people who helped me in the
successful completion of this project.
 CERTIFICATE

I have the pleasure in certifying that DAMINI is a bonafide student of 4th Trimester of the
master’s degree in Business Administration (Batch 2020-22), of IMS Unison University,
Dehradun, Roll No.IUU21MBA159.

He has completed his project work entitled “A Report on work life Balance- A Human
Resource Perspective” under my guidance.

I certify that this is his original effort & has not been copied from any other source. This
project has also not been submitted in any other Institute / University for the purpose of
award of any Degree.

This project fulfils the requirement of the curriculum prescribed by this Institute for the
said course. I recommend this project work for evaluation & consideration for the award of
Degree to the student.

Signature :
Name of the Guide : Ms. Inu Bansal
Designation : Assistant Professor
Date : 06.07.2022
 EXECUTIVE SUMMARY
The aim of study “Influence of working from home during covid-19 on work life balance in
Indian IT industry” was to learn the impact of working from home on work life balance. In
view of Covid-19 Working from home is becoming popular and a mandatory policy for
most of the public and private firms in India.

This innovative way of virtual work brings certain changes to the employee work life
balance status. Considering changing scenario from employee perspective it becomes
important to measure work life balance in recent time.

This study examined the influence of working from home on work life balance through
structured questionnaire by a group of 150 respondents. In view of measuring work life
balance through working from home regression model was proposed which described
26.1% variance in work life balance due to working from home. Whereas correlation
analysis suggested that family and individual factor shares statistically significant positive
moderate relation & Organisational factor shares less strong positive relation on work life
balance.

Thereafter recommendation were given for Indian print media industry considering covid-
19 scenario.
 TABLE OF CONTENT

CHAPTER TITTLE
Pg. no
Chapter 1 Introduction
7
1.1 Introduction of the study
7
1.2 Need of the study
11
Chapter 2 Research Methodology
16
2.1 Research Design
17
2.2 Research Objective
17
2.3 Research Hypothesis
17
2.4 Sampling Technique 18
2.5 Data Sources and collection method
18
2.6 Data analysis
18
Chapter 3 Research analysis
19
Chapter 4 Findings and discussion
31
Chapter 5 Conclusion
33
Chapter 6 Recommendation & Suggestions
34
Bibliography
35
Annexure
38
 LIST OF TABLES

Chapter Title
Pg.
no

1.1 Demography of respondents

19
1.2 Reliability statistics
22
1.3 Reliability statistics of Working
From homeand work life 23
balance
1.4 Correlation between working from home 26

dimensions and work life

balance
1.5 Correlation between working from home
27
and work life balance
1.7 Model summary of Regression
29

1.8 Annova
29
1.9 Coefficient table of Regression
30
1.10 Residual statistics of Regression
39
1.11 Normality test 39

1.12 Correlation between working from

40
home dimensions and work life
balance
1.13 Questionnaire 41

1.13 Questionnaire
41
 CHAPTER 1

INTRODUCTION

Working from Home: In today’s era Working from home is essential part of
professionals belonging to most of the sectors which facilitates alternative and safe working
in order to protect from Covid-19. In recent time it has became foremost policy for leading
private and public sectors. However the concept of Working for home was initially
described by Nilles in 1988. Further it has been known as Telework, remote work, flexible
work, e-working and telecommuting.
Work from home is the ability to use technology to complete job responsibility from
flexible workplaces most preferably from home.(Gajendran and Harrison 2007)
In recent time the acceptance of Working from home has been increased in our nation but
still there are some areas Healthcare, hospitality and grooming industries where this
concept does not work at all. WFH is recently became the alternative working to minimize
the risk of Covid-19.
WFH has beneficial effects for both employers and employees. The advantages, include
and are not limited to reduced commuting time, avoiding office politics, using less office
space, increased motivation, improved gender diversity (e.g. women and careers), healthier
workforces with less absenteeism and turnover, higher talent retention, job satisfaction, and
better productivity (Mello 2007; Robertson, Maynard, and McDevitt 2003). Studies
indicated evidence for these benefits; for example, the research in the Greater Dublin Area
by Caulfield (2015) found employees saving travel time and value of travel time. Some
studies point out that telework can reduce turnover rate and increase employees’
productivity, job engagement, and job performance (Collins and Moschler 2009;
Delanoeije and Verbruggen 2020). Similarly, e–working can increase productivity,
flexibility, job satisfaction, WLB, including reducing work-life conflict and commuting
(Grant et al. 2019). Additionally, Purwanto et al. (2020) argued 64 L. VYAS AND N.
BUTAKHIEO that WFH could support employees in terms of flexible time to complete the
work and save money for commuting to work. Conversely, the drawbacks of WFH, include

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the blurred line between work and family, distractions, social isolation, employees bearing
the costs related to WFH. According to Purwanto et al. (2020), there are certain drawbacks
of WFH, such as employees working at home have to pay for electricity and the internet
costs themselves. Collins and Moschler (2009) found that workers were isolated from their
coworkers, and managers concerned about reductions in productivity while working from
home. Moreover, the relationship between coworkers could also be harmed (Gajendran and
Harrison 2007). Employees might be distracted by the presence of young children or family
members while working at home (Baruch 2000; Kazekami 2020) along with blurred
boundaries between work and family life lead to overwork (Grant et al. 2019). In a similar
vein, the management of boundaries between work and family of remote workers studied
by Eddleston and Mulki (2017) revealed that WFH relates to the inability of remote
workers to disengage from work
Strengths’ : a) Flexible arrangement :
b) No office distraction (no noise)
c) Autonomy
d) Cozy environment (reduced stress)
e) Time saving
f) Money saving
g) Reduced absenteeism
Weakness :
a) Distractions Family members and household duties
b) Uncomfortable environment
c) Lack of supervision
d) Communication barrier
e) Missing social interaction
f) Lack of hardware support
g) Blurred line between work and personal life
h) Unhealthy lifestyle
i) Not favored by all employees

Covid -19: Covid-19 is a new disease and it begun circulating in human since december
2019. It is part of the coronavirus family, the same group of viruses that caused the Severe

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Acute Respiratory Syndrome outbreak in South East Asia in 2002 and the Middle East
Respiratory Syndrome outbreak in 2012. Currently, the known main mode of transmission
is through respiratory droplets, and hence is considered to spread through close contact with
other people. At present, the only tools to combat the viral spread are using masks properly,
introduction of social distancing measures, and practice of good hand hygiene (Centre for
Health Protection [CHP] 2020a). The World Health Organization (WHO) declared the
outbreak of COVID-19 as a global health emergency on 31 January 2020 (World Health
Organisation 2020). Since then, the virus has spread rapidly. Before Covid-19 a very small
percentage of professionals belonging to print media, IT and some other sectors had that
opportunity to Working from home. However, the spread of Covid-19 made a major
changes to organizational polices of various private and public firms and psychological
change in professionals thinking with respect to their job responsibilities that can be
performed only in organization premises. The Working from Home setting was majorly
decided by state and central government of India by considering real scenario of severity of
diseases. It was a significant and one of the most observable change as a result of Covid-
19.. It can be speculated that working from home will remain in some organization even
after the pandemic. This the demand of new normal phase in current organizational
settings.

Work life balance: Work life balance means to make the balance between professional
and personal life. Professional life consist of career counseling, training, self development
whereas personal life consist of family, friends, hobbies, self care, interest etc. That means
the individual is able to impart time to both the area with maintaining a balance. If the
person is able to make a balance between every role of his life , it is called work life
balance (Hudson, 2005). In other words we can say that it is an equilibrium between
qualitative measure in terms of effort and quantitative measure in terms of time that an
individual impart to his professional and personal life

Fig 1.2 describes the factors that makes work life balance. This 4 scale work life
balance is adapted from Fisher and Bugler.

1. WIPL : It refers to work interference with personal life. It demonstrate the

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 suffering of employee due to which he is not able to meet his personal demands
also neglecting personal needs frequently and feeling too exhausted after coming
home.

2. PLIW : It refers to personal life interference with work. It demonstrate the

suffering, lack of concentration at work, lack of energy at work due to personal
life, not effective enough to maintain quality of work.

3. WEPL: It refers to work enhancement of personal life. Due to job work the
employee is able to do good decision making at her personal life and other
aspects which are useful for her to deal with routine issues at personal life.
Employee feel productive due to his good work at home.

4. PLEW: It refers to personal enhancement of work. Due to better personal life the
employee is able to do good decision making at her work life and other aspects
which are useful for her to deal with routine issues at work. Employee feel
productive at work due to his personal life.

Analytical framework: The motivation to take Working from home as study variable
comes from the idea to estimate work domain and life domain of an individual. It is made
up of 3 factors : Individual, Organizational and family factors (Baker, Avery, and Crawford
2007; Solis 2016). First one is Individual factor that tells about the perception regarding
belief and attitude while working from home. In other words how the employee depicts the
overall picture of working from home including advantages and disadvantages. As a result
how the individual feels ultimately working from home. The 2nd factor tells us about the
support and atmosphere an individual gets while WFH. Whether his family members are
creating a suitable atmosphere to facilitate easy WFH functioning. The 3rd factors is
organizational factor under which Supervisory support , trust & communication comes.
Analytical framework has been adopted from the study of L. VYAS AND N. BUTAKHIEO.

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Fig 1.1 describes that work life balance is measured through the 3 factors of working from
home.

Literature Review:

The concept of working from home first came around on 1970 that facilitated performance
of work from home or any other location. Using technological assistance (Van meel 2011).
Working from home has always been discussed considering risk and benefits of flexible
working hours. There are some advantages of doing work from home, namely, time
planning skills, the possibility to work during the most productive time and to access an
organization’s documents from home, the suitability of having a workplace at home, the
possibility to work from home in cases of sickness, and being able to take care family
members (Nakrošiene, 2019).
Work from home has been implemented by various public and private sectors in the recent
years. It has been defined a double edged sword by various studies. (Schieman and Glavin
2017; Kim et al. 2019) that gives mixed effect on work life balance. Many studies suggest
that working from home has positive impact on work– life balance (Fisher et al. 2009; Ellis
and Webster 1998; Fedáková and Ištonová 2017) whereas some suggest this effect as
negative (Wessels et al. 2019; Novianti and Roz 2020). Moreover, some researchers
suggested that there were blurred boundaries between work and family life (Grant et al.
2013) and may lead to overwork and in turn reduce WLB. Nevertheless, several studies
found that WFH is positively associated with family factor. (Eddleston and Mulki 2017;
Virick, DaSilva, and Arrington 2010, Chan et al. 2016; Noda 2020).

1.2 NEED OF THE STUDY

The pandemic facilitated a trial run for implementing Working from home setup. Before
the pandemic Working from Home was a privileged and limited facility for professionals
but during pandemic implementation of Working from home policy can be seen at
various private and public sectors to protect them from Covid-19.
Many businesses in India implemented Work From Home setup for the first time. And

- 11
there was a time lag to accept the new normal Work From Home to all the professionals
working in the various domains. It affected them on work domain and life domain.
Hence the need arises to study the influence of working from home on work domain and
life domain of a professional during Covid-19. This study describes about factors that
influence working from home thereafter it aims to tell about the influence of working
from home on Work life balance in Indian print media Context.

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 Individual
factors

Working from Outcome on

Home During Work life
Family Factors
Covid-19 balance

Organisational
factors

Fig 1.1 Analytical framework of measuring work life balance (Adopted from L. VYAS
AND N. BUTAKHIEO, 2020)

Work interfering personal life

Work life balance

Personal life interfering work

Work enhancing personal life

Personal life enhancing work

Fig 1.2 Framework of Work life balance (Adopted from fisher 2009)

- 13
 CHPAPTER 2

RESEARCH METHODOLOGY

2.1 RESEARCH DESIGN

In this study we have used descriptive and Correlational research design. This design was
based on the quantitative approach to measure the impact of working from home on work
life balance.

2.2 RESEARCH OBJECTIVE

 To measure extent of association of factors of individual, family and organizational

on work life balance.
 To examine the effect of Working from home on work life balance.

2.3 RESEARCH HYPOTHESIS

H01: There is no significant relationship between Working from home and Work life
balance.
H02: There is no significant influence of Working from home on Work life balance.

2.4 DATA SOURCES AND COLLECTION METHOD

In this study we made use of both primary and secondary data. Primary data was extracted
through online questionnaire. Online questionnaire was adopted to collect demographic
information and data about study variables. Whereas, secondary data was extracted by
using various research article, publication and other resources.

- 10 -
The responses were taken from various professionals and thereafter recorded on a 5 point
likert scale . Total 200 questionnaires were distributed by using social media and Whatsapp
, Out of which 175 responses were received and 150 questionnaires with complete
responses were taken into consideration.

2.5 SAMPLING TECHNIQUE

We have used non probability based purposive sampling technique in this study.
Sample size: 150
Sampling unit : Employees working in Outlook Company.
Sampling Frame: Data base of employees working in Outlook Company.

2.6 DATA ANALYSIS PROCEDURE AND TOOLS

Data analysis was done by using SPSS version 24. Statistical technique such as linear
regression and correlation were applied for inference purpose.
Correlation was done to see the relation between variables understudy. Moreover, Linear
regression was used to propose a model to measure working from home and work life
balance.

- 11 -
 CHAPTER 3

RESEARCH ANALYSIS

3.1 Demography of Respondents: A total of 200 respondents participated in this

study, out of which 150 were taken for consideration. With regards to working from home,
72% respondents had been doing so since 0-1 year ago. Concerning Dependent status, the
majority of respondents were living with their dependents (58.7%), and the remaining were
living without dependents (41.3%). Similarly Concerning Job hierarchy status, the majority
of respondents comes under middle level (70.7%), and the remainder comes under Entry
and top level (21.3% & 8.0%). The socio-demographic characteristics of the participants
in this study are summarized in Table 1.2.

Table 1.2 Demography of respondents

Particulars Item (n=150) Percentage
Entry 32 21.3
Job hierarchy Middle 106 70.7
Top 12 8
Dependents Yes 88 58.7
living while No 62 41.3
WFH
Working 0-40 42 28
hours per day 40-50 44 29.3
while WFH 50-60 52 34.7
60-70 8 5.3
70-80 4 2.7
0-1 108 72
WFH service 1-1.5 24 16
period (yr) 1.5-2 10 6.7
2-2.5 8 5.3

- 12 -
 Fig 1.4 Job Hierarchy
Fig 1.4 represents majority of respondents comes under middle level followed by
Entry level and Top level.

Dependents status while working from home

No
dependents 41%
Dependents
59%

Fig 1.5 Dependents status

Fig 1.5 represents majority of respondents lives with their dependents and the remainder
live without dependents.

- 13 -
 Working hr per day
0-4040-5050-6060-7070-80

3%

5%
28%

35%

29%

Fig 1.6 Working hr per day

Fig 1.6 represents 35 % respondents work for 50-60hr per day followed
by 40-50, 0-40, 60-70 and 70-80 working hr.

Work from home service period

(yeras)
0-11-1.51.5-22-2.5

5%
7%

16%

72%

Fig 1.7 WFH service period

Fig 1.7 represents majority of respondents comes under 0 to 1 year experience
followed by 1 to 1.5 year, 1.5 to 2 year and 2 to 2.5 year WFH experience.

3.2 Instrument : This study was conducted using a questionnaire which was based on a

- 14 -
5 point likert scale which evaluated work life balance through working from home.
Participants were asked to provide information regarding their current employment service
and dependent details if any.
The scale to evaluate working from home consist of 13 items . These 13 items comes under
working from home Individual factor, family factor and organizational factors. All items
were rated on a 5 point Likert type scale ranging from 1 (strongly agree) to 5 (strongly
disagree).
Similarly, The scale to evaluate work life balance consist of 13 items . These items are
taken from Fisher and Bulger (2009) These 13 items comes under Work Ineterferring
Personal Life, Pesronal Life Interfering Work, Work Enhancing Personal Life and Personal
Life Enhancing Work. All items were rated on a 5 point Likert type scale ranging from 1
(strongly agree) to 5 (strongly disagree). Table 1.3 represents all the 26 items are reliable
and highly consistent.

Table 1.3 Reliability

statistics Reliability Statistics
Cronbach's Alpha N of Items
.860 26

3.2.1 Reliability Of Instrument : Cronbach’s alpha is a measure of reliability and

consistency of instrument taken for study. It’s acceptable values ranges from 0.70 to 0.95
(Mohsen tavakoi, Reg Denick .We ran Cronbach’s alpha test for 26 Items of Working from
Home and Work life balance. Table 1.4 represents the value of alpha which is nearly 0.8
regarding working from home and work life balance that clearly states that all the 26 items
of questionnaire taken for study are highly reliable and highly consistent.

- 15 -
 Table 1.4 Reliability statistics of working from home and WLB
Construct Item Cronbasc
h’s
WFH I feel that I finish my work on time whereas other people .832
Individual continue their work all time.
factor I feel that Supervisor will notice and appreciate my results .837
during WFH
I feel that there are broad career prospects and growth while .842
WFH.
I feel there are significant ( personal life related) advantages .852
while WFH.
Overall, I feel good while working from home. .855
WFH I am satisfied with the frequency of communication with my .855
Organizatio superior while WFH.
nal I am satisfied with quality of communication with my .860
Factor superior while WFH.
I find it easy to connect with my superior whenever I need .860
while WFH.
There is appropriate trust between me and my supervisor .832
while WFH.
WFH I do not get distracted while WFH when my family members .837
family are doing their activity while WFH.
factor I get more support from my family members while WFH. .836
I feel there is good understanding on the part of family .834
members while WFH.
I feel that there is appropriate inspirational atmosphere (due .837
to personal life related issues ) while WFH.
Work I get too tired after work to do things I would like to do. .839
interfering My job makes it difficult to maintain the kind of personal life .836
personal life I would like

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 My personal life suffers because of my work .839
I have to miss out on important personal activities due to the .838
amount of time I spend doing work.]
My personal life drains me of the energy I need to do my job .834
My work suffers because of everything going on in my .831
Personal personal life
Life I am too tired to be effective at work because of things I have .831
Interfering going on in my personal life
Work When I’m at work, I worry about things I need to do outside .837
work
I have difficulty getting my work done because I am .833
preoccupied with personal matters at work
Work My job gives me energy to pursue activities outside of work .847
enhancing that are important to me
Personal Work life enhancing personal life [Because of my job, I am in .838
Life a better mood at home
Personal The things I do at work help me deal with personal and .834
Life practical issues at home
Enhancing I feel better at work because of everything I am having in my .831
Work personal life

- 17 -
3.3 Correlation Analysis : If there exist a significant relationship between 2
variables, we can say they are Co-related. We can categories the type of correlation by
considering as one variable increases what happens to the other variable. If on increasing
one variable there is an increase in another variable we say it as a positive correlation, if
other variable decrease we say it negative correlation and if other variable neither
increase or decrease we say it there is no correlation.
The Pearson correlation indicates the following:
 Whether a statistically significant linear relationship exists between two continuous
variables
 The strength of a linear relationship (i.e., how close the relationship is to being a
perfectly straight line)
 The direction of a linear relationship (increasing or decreasing)

Correlation is an effect size and the strength of the correlation using absolute value of r
was given by Evans (1996) as follows :
.00-.19 “very weak”,0.20-.39 “weak”, 0.40-.59 “moderate”, 0.60-.79 “strong” and 0.80-
1.0 “very strong”.
Table 1.5 represents the results of correlation coefficient (r) between dimensions of
Working from Home and Work life balance. The findings show a statistically significant
moderate to low positive correlation between all the dimensions of Working from Home
and Work life balance. The above findings show a significant positive high correlation
between family factor and Work life balance (r=.482, p<0.01), followed by Individual
factor and Work life balance (r=.401, p<0.01) and organization factor and Work life
balance (r=.213, p<0.01).Thus, the (H01) null hypothesis was rejected. It is inferred that the
significant positive relationship exists between Work From Home dimensions (WFH1,
WFH2, and WFH3) and Work life balance.

Table 1.6 represents the results of correlation coefficient (r) between Working from Home
and Work life balance. The findings show a statistically significant moderate positive
correlation (r=.511, p<0.01) between Working from Home and Work life balance.

- 18 -
Table 1.5 Correlation between WFH ( 3 factors) and WLB

WFH1Indi
vidualFact WFH2Orga WFH3Fami
or n izational ly WLB
WFH1IndividualFa Pearson
1 .400** .502** .401**
ctor Correlation
Sig. (2-tailed) .000 .000 .000
N 150 150 150 150
WFH2Organization Pearson
.400** 1 .055 .213*
al Correlation
Sig. (2-tailed) .000 .000 .000
N 150 150 150 150
WFH3Family Pearson
.502** .055 1 .482**
Correlation
Sig. (2-tailed) .000 .000 .000
N 150 150 150 150
WLB Pearson
.40 1** .213* .482** 1
Correlation
Sig. (2-tailed) .000 .000 .000
N 150 150 150 150
**. Correlation is significant at the 0.01 level (2-tailed). Correlation is significant at the 0.05
level (2-tailed).

- 19 -
Table 1.6 Correlation between WFH and
WLB Correlations
WFH WLB
WFH Pearson
1 .511**
Correlation
Sig. (2-tailed) .000
N 150 150
WLB Pearson
.511** 1
Correlation
Sig. (2-tailed) .000
N 150 150
**. Correlation is significant at the 0.01 level (2-
tailed).

3.4 Regression analysis: Linear regression is a statistical technique that is used to

learn more about the relationship between an independent (predictor) variable and a
dependent (criterion) variable. When there is more than one independent variable it is
termed as multiple regression.

Linear regression analysis was executed to assess the influence of independent variable
(Working from Home) on dependent variable (Work life balance). We checked for all the
assumption of Regression that can be seen in Appendices section.

Table 1.7 represents Model summary between Work from home and Work life balance. R-
square, also known as the coefficient of determination, explains the percent of variance
explained by the model. The value of R-square lies between 0.0 to 1.0 whereas Adjusted R
square attempts to correct R square to more closely reflect the goodness of fit of the model
in the population. Table 1.6 represents the R square value as 0.261 which represents that the
working from home explains 26.1 % variance in work life balance.

Table 1.8 represents the p- value which shows if the overall model is significant. Model
with p-value less than 0.05, is considered statistically significant. Moreover, the value

- 20 -
oF(1,78)= 27.5 and p =.000<0.05 that shows the proposed model is a good fit and
significant. Moreover p value shows given line is best fit for the data taken.

Table 1.9 represents significant value of t test 0.000 shows that our study variable working
from home is a significant predictor of work life balance. Standardized coefficients also
known as Beta weight (which express the relative importance of independent variables)
represents the table shows β value as 0.509.

A linear regression equation between an independent variable and dependent variable is as

follows:
ȳ=a+b
X Where
ȳ = predicted value of the dependent
variable X = independent variable
a = (Alpha) is the Constant or the y-intercepts, the value of y when the predictor variable is
0.
b = the coefficients of the independent variable
The regression equation takes the following
form

WLB = a + b (WFH)................................................(a)
Where,
WFH= Working from home
WLB = Work life balance
The resulting regression equation is
WLB= 1.286+0.509(WFH)......................................(b)

The equation (b) indicates that when working from home changes by one unit, there will
be 0.509 units change in Work life balance. It also shows the direction of relationship. The
coefficient is positive, which indicates a direct influence of Working From Home on Work
life BalanceThe results of the Beta Value (β) indicate the degree of relative impact of
working from home on work life balance. It can be concluded that working from home has
significant influence on work life balance.
The null hypothesis (H01) was rejected.
- 21 -
 Table 1.7 Model summary
Model Summary

Std. Change Statistics

Adjusted Error of R
R R the Square F
Model R Square Square Estimate Change Change df1 df2
1 .511a .261 .251 .513 .248 48.871 1 148
a. Predictors: (Constant), WFH
b. Dependent Variable: WLB

Table 1.8 Anova

ANOVAa
Sum of
Model Squares Df Mean Square F Sig.
1 Regression 7.173 1 7.173 27.510 .000b
Residual 20.338 78 .261
Total 27.511 79
a. Dependent Variable: WLB
b. Predictors: (Constant), WFH

Table 1.9 Coefficient table

Standardized
Unstandardized Coefficients Coefficients
Model B Std. Error Beta t Sig.
1 (Constant) 1.286 .281 4.576 .000
WFH .509 .097 .511 5.245 .000

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 CHAPTER 4
FINDING AND
DISCUSSION

 In reference to the value of Chronbach’s alpha which is 0.8 regarding working

from home and work life balance that clearly states that all the 26 items of
questionnaire taken for study are highly reliable and highly consistent.

 In reference to correlation between study variables it was found :

a) Family factor p<0.01, and r=0.482 represents that support and understanding
from family members as well as homely environment that promotes personal
life is related with the work life balance of the individual.
There exist a positive moderate correlation between family factor and work life
balance.

b) Individual factor p<0.01 and r=0.391 states that an individual’s belief on

work efficiency constraints for career growth and positive experiential outlook
for life found related with work life balance.
There exist a positive moderate correlation between individual factor and work
life balance.

c) Organisational factor p<0.01 r=0.213 states that organization direct interaction

among superior and subordinate sense of mutual trust and frequency of
communication did not affect work life balance much. As people are more
experienced and specialized in their task. So with the differences of these factors
work from home was not much affcected by organizational factors.
There exist a positive weak correlation between organisational factor and work
life balance.
It is inferred that individual and family factor leads to increased level of work
- 23 -
 life balance.

 In reference to regression analysis it was found that :

A) R square value as 0.261 which represents that the working from home
explains 26.1 % variance in work life balance.

B) Standardized coefficient β value is 0.509. it is inferred that There exists a

positive relation between working from home and work life balance.

C) WLB= 1.286+0.509(WFH)
The equation indicates that when working from home changes by one unit,
there will be 0.509 units change in Work life balance. It also shows the
direction of relationship. The coefficient is positive, which indicates a direct
influence of Working From Home on Work life Balance.

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 CHAPTER 5

CONCLUSION

In view of Covid-19 as the employees of India came closer to their family and started
working from home. It becomes a need to measure work life balance while working from
home. The Objective of this study was to find the effect of working from home on work
life balance. In reference to correlation between study variable Significant positive
moderate to low relationship was found. Family & individual factor shares moderate
positive relation ( Arntz, Sarra, and Berlingieri 2019; Virick, DaSilva, and Arrington
2010) whereas weak positive relationship with Organisational factor was observed. It is
inferred that some pattern of the result are consistent with prior research on work life
balance.

Thereafter having confirmed with statistically significant effect of working from home
on work life balance we measured influence by the proposed regression model.
The proposed regression model states that 26.1% variance in work life balance is
explained by working from home. Further positive and large effect on work–life balance
through working from is observed. Moreover it has been supported by various
researchers that working from home support work life balance positively(Fisher et al.
2009; Ellis and Webster 1998; Fedáková and Išto ˇnová 2017).This finding indicates that
working from home leads to increased level of work life balance. It is inferred that Some
Pattern of the result are consistent with prior research on work life balance. Employees
are able to divide their time between work and personal life. Creating boundaries
between work and personal life to create a work–life balance condition is not an easy
thing, especially in the pandemic situation that has many restriction policies. Therefore, it
is noted that the positive consequences may impact on personal well-being in a positive
way.

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 CHAPTER 6

RECOMMENDATION

 For Individual factors of work from home recommendation given for an

individual :
 An individual must try to keep his personal and professional life separate.
He must work upon boundary management.
 Employee should Create a dedicated workplace where once can focus
with minimal distractions.
 An individual must not do over commitment and analyze his working
hours quantitatively and qualitatively to maintain work life balance.

 For organizational factors of work from home recommendation given for

organization :
 Avoid unnecessary long online meetings.
 Provide its employee flexibility to choose timings as well.
 Workload should be given by supervisor considering time constraint.
 Social support from colleagues must be there.
 Encourage work from home policies where it has not been started yet
fully-fledged.
 While designing work from policy employee’s feedback and participation
can be taken positively.
 Work from home policy should be designed while considering severity of
covid.
 Trust your employees.
 Set clear expectation.
 Can provide ergonomically designed furniture to its employees to do
work from home.

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 BIBLIOGRAPHY

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and Family: A Measure of Work/Network Interference and Enhancement. Journal
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 Vyas, Lina, Butakhieo, Nantapong. Policy Design and Practice ; : 1-18,

2020.Taylor & Francis | ID: covidwho-990483 The impact of working from home
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 (Mohsen tavakoi, Reg Denick) Making sense of Cronbasch; s alpha: 2011; 2: 53–
55. 2011, doi: 10.5116/ijme.4dfb.8dfd

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Analysis page(s): 988-990 Issue published: June 1, 1996

 Riso, S. Technology Is Our Ally against the Coronavirus, Eurofound. 2020.

Available online: www.eurofound. europa.eu/publications/blog/technology-is-our-
ally-against-the-coronavirusEllis, Selwyn T., and Robert L. Webster. 1998. IS
Managers’ Innovation toward Telecommuting: A Structural Equation Model.
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 Wessels, Christina, Michaéla C. Schippers, Sebastian Stegmann, Arnold B. Bakker,

Peter J. van Baalen, and Karin I. Proper. 2019. Fostering Flexibility in the New
World of Work: A Model of Time-Spatial Job Crafting. Frontiers in Psychology 10:
1–13

 Novianti, Khusnul Rofida, and Kenny Roz. 2020. Teleworking and Workload
Balance on Job Satisfaction: Indonesian Public Sector Workers During Covid-19
Pandemic. APMBA (Asia Pacific Management and Business Application) 1: 8997

 Schieman, Scott, and Paul Glavin. 2017. Ironic Flexibility: When Normative Role
Blurring Undermines the Benefits of Schedule Control. Sociological Quarterly 58:
51–71

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 Van Meel, Juriaan. 2011. The Origins of New Ways of Working: Office Concepts
in the 1970s. Facilities 29: 357–67

 Kim, Jaeseung, Julia R. Henly, Lonnie M. Golden, and Susan J. Lambert. 2019.
Workplace Flexibility and Worker Well-Being by Gender. Journal of Marriage and
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 Nakrošiene, Audron ˙ e, Ilona Buˇci ˙ unien ¯ e, and Bernadeta Goštautait ˙ e. 2019.

Working from Home: Characteristics and Outcomes of ˙ Telework. International
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 Eddleston, K. A., and J. Mulki. 2017. “Toward Understanding Remote Workers’

Management of Work–Family Boundaries: The Complexity of Workplace
Embeddedness.” Group & Organization Management 42 (3): 346–387.
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 Virick, M., N. DaSilva, and K. Arrington. 2010. “Moderators of the Curvilinear

Relation between Extent of Telecommuting and Job and Life Satisfaction: The Role
of Performance Outcome Orientation and Worker Type.” Human Relations 63 (1):
137–154. doi:10.1177/ 0018726709349198.

 Noda, H. 2020. “Work–Life Balance and Life Satisfaction in OECD Countries: A

CrossSectional Analysis.” Journal of Happiness Studies 21 (4): 1325–1348.
doi:10.1007/s10902-019- 00131-9

 Chan, S. 2020. 9gag announces work from home forever. Accessed 25 May.
https://www. humanresourcesonline.net/9gag-announces-work-

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 ANNEXURE
Regression Assumption checking

Assumption 1: Fig 1.3 represents that despite having some deviations majority of the
circles circle points are finely attached with the slope linewhich clearly states the linear
relationship between working from home and work life balance. Thereafter, Assumption
1 is valid.

Assumption 2: In the Fig 1.4 No point is exceeding 3/-3 along X or Y axis which clearly
depicts our scatter plot to be in good shape. This assumption is valid. Thereafter,
Assumption 2 is valid.

Assumption 3: Table 1.6 represents Standard residual range is between -2.160 and 2.305.
Its suggested range is -3 to 3. Thereafter, Assumption 3 is valid.

Assumption 4: Table 1.6 represents that Cooks distance ranges from 0.000 to 0.163.Its
suggested range<1.064. Thereafter, Assumption 4 is valid.

Assumption 5: Table 1.7 Ttest of normality represents that Our variable is normally
distributed as sig value >0.005. Thereafter, Assumption 5 is valid.

Assumption 6: Table 1.8 represents that all the variable represents no multicolinearity as
the value of pearson coefficient is < 0.7

Individual Organizational : 0.400

Individual  Family : 0.502

Family  Organizational 0.055

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Residuals Statistics

Minimum Maximum Mean Std. Deviation N

Predicted Value 1.84 3.48 2.71 .307 150
Std. Predicted Value -2.809 2.531 .000 1.000 150
Standard Error of Predicted
.043 .144 .080 .023 150
Value
Adjusted Predicted Value 1.91 3.58 2.71 .308 150
Residual -1.609 1.173 .000 .504 150
Std. Residual -2.160 2.305 .000 .990 150
Stud. Residual -2.256 2.353 -.001 1.008 150
Deleted Residual -1.707 1.222 -.001 .522 150
Stud. Deleted Residual -3.369 2.391 -.002 1.017 150
Mahal. Distance .052 10.950 2.980 2.323 150
Cook's Distance .000 .163 .009 .022 150
Centered Leverage Value .000 .073 .020 .016 150

a. Dependent Variable: WLB

Table 1.10 Residual Statistics

Tests of Normality
Kolmogorov-Smirnova Shapiro-Wilk
Statistic df Sig. Statistic df Sig.
WLB .110 150 .000 .975 150 .008
a. Lilliefors Significance Correction

Table 1.11 Normality Test

Fig 1.8 Scatter Plot between WLB and WFH

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Table 1.12 Correlation between WFH ( 3 factors) and WLB
WFH1Individu WFH2Organizati
alFactor onal WFH3Family WLB
WFH1IndividualFactor Pearson Correlation 1 .400 **
.502 **
.391**
Sig. (2-tailed) .000 .000 .000
N 150 150 150 150
WFH2Organizational Pearson Correlation .400** 1 .055 .213*
Sig. (2-tailed) .000 .000 .000

N 150 150 150 150

WFH3Family Pearson Correlation .502 **
.055 1 .482**
Sig. (2-tailed) .000 .000 .000

N 150 150 150 150

WLB Pearson Correlation .39 1 **
.213 *
.482 **
1
Sig. (2-tailed) .000 .000 .000

N 150 150 150 150

**. Correlation is significant at the 0.01 level (2-tailed). Correlation is significant at the 0.05 level (2-tailed).

Fig 1.9 Regression standard residual pl

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 Table 1.13 Questionnaire

Construct Item

WFH I feel that I finish my work on time whereas other people continue their
Individual work all time.
factor I feel that Supervisor will notice and appreciate my results during WFH
I feel that there are broad career prospects and growth while WFH.
I feel there are significant ( personal life related) advantages while WFH.
Overall, I feel good while working from home.
WFH I am satisfied with the frequency of communication with my superior
Organizational while WFH.
Factor I am satisfied with quality of communication with my superior while
WFH.
I find it easy to connect with my superior whenever I need while WFH.
There is appropriate trust between me and my supervisor while WFH.
WFH I do not get distracted while WFH when my family members are doing
family their activity while WFH.
factor I get more support from my family members while WFH.
I feel there is good understanding on the part of family members while
WFH.
I feel that there is appropriate inspirational atmosphere (due to personal
life related issues ) while WFH.
Work I get too tired after work to do things I would like to do.
Interferring My job makes it difficult to maintain the kind of personal life I would
Personal Life like
My personal life suffers because of my work
I have to miss out on important personal activities due to the amount of
time I spend doing work.]
My personal life drains me of the energy I need to do my job
My work suffers because of everything going on in my personal life

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Personal Life I am too tired to be effective at work because of things I have going on in
Interferring my personal life
Work When I’m at work, I worry about things I need to do outside work
I have difficulty getting my work done because I am preoccupied with
personal matters at work
Work My job gives me energy to pursue activities outside of work that are
enhancing important to me
Personal Life Work life enhancing personal life [Because of my job, I am in a better
mood at home
Personal Life The things I do at work help me deal with personal and practical issues at
Enhancing home
Work I feel better at work because of everything I am having in my personal
life

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 Urkund Analysis Result

Analysed Document: SIP A Dangwal MBA_College.pdf

(D111609322)Submitted: 8/23/2021 7:43:00 PM
Submitted By: priyanka.chopra@iuu.ac
Significance: 15 %

Sources included in the report:

Assignment 3 - Exploring relationships between variables .pdf

(D22995452) https://www.mdpi.com/2227-7099/9/3/96/pdf
https://worklifebalancecentre.org/how-to-measure-work-life-balance/
http://repository.unmuha.ac.id:8080/xmlui/bitstream/handle/123456789/873/16.%20SPSS%
20BARU.pdf?sequence=17&isAllowed=y
http://repository.untag-sby.ac.id/1261/9/LAMPIRAN.pdf
http://repository.usu.ac.id/bitstream/123456789/52025/1/Appendix.pdf

Instances where selected sources appear:

11

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