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RESEARCH ARTICLE

Influence of COVID-19 on Predictors of Work-life Balance: A Study

D. Vigneshwaran1*, S. Mohankumar2 and B. Vimala3

ABSTRACT
The consequences of the Covid 19 pandemic, several businesses, and government organizations require an
effort after a home -based (WFH) policy for their employees. At all times, workers feel comfortable at home with
their families, particularly in unexpected situations. On the other hand, because of workplace and domestic tasks
at the same time, workload starts growing automatically. Whether professional concerns interfere with personal
life or vice versa, this can lead to conflict. Working from home makes it difficult to strike a work-life balance (WLB).
Work-life balance requires to be situated explored extensively in previous studies; however, this study aims to
examine work-life balance completes the covid 19 epidemics. The goal research remained near to see in what
way work-life balance affects people. This study also focuses on women employees working in the insurance
sector.
Keywords: Covid-19, Intent to quit, Pandemic, Social support, Work-family conflict, Work-life balance.

INTRODUCTION obligations of members of the family management

The Covid 19 outbreak, which hit nearly every country
on the planet, impeded the People’s normal routines.
To reduce risk, both government and business
organizations have implemented work-from-home
(WFH) regulations. Effective beginning house is not a
new concept in the workplace (Mungkasa, 2020), but
it is more commonly used in normal conditions than in
the event of a pandemic. Working from home is a
preference in which work is performed from the
reassurance of one’s very own residence with the use
of fabulous verbal exchange and data technologies.
Working from home presents the following
benefits, according to Mungkasa (2020): balance
amongst labor, in addition, human beings’ existence;
condensed take a time out event to exertion and gasoline
savings; can organize the employment agenda moreover
(Bhumika, 2020). Work-life stability is a benefit of nice
starting residence in ordinary circumstances; however,
it turns into difficult in the course of a pandemic.
Coordinating work and household needs is a hard
challenge for any person who works from home. Stress
for employees is extended by the presence of all
household members at home at some point of working
hours; mother and father with workplace jobs and teens
who attend faculty from home and want to be helped
1
Full-Time Ph.D. Research Scholar, Department of Business
Administration, Annamalai University, Chidambaram, Tamil Nadu,
India
2
Associate Professor & Deputy Controller of Examinations,
Department of Business Administration, Annamalai University,
Chidambaram, Tamil Nadu, India
3
Associate Professor, Department of Business Administration,
Annamalai University, Chidambaram, Tamil Nadu, India

work environment; can select to work when one is in *Corresponding Author email id: srivigneshfrd@gmail.com.

an accurate mood; motivate worker morale; limit
laziness and absence; minimize employee income, and
enhance the company’s image as a family-friendly
workplace. Working from domestic for the duration
How to cite this article: Vigneshwaran D, Mohankumar S
and Vimala B, 2021. Influence of COVID-19 on Predictors of
Work-life Balance: A Study. Splint International Journal of
Professionals (A Peer Quarterly Refereed International
Journal), Vol. 8, No. 3 (July-September), pp. 213–219.

of a pandemic, on the different hand, has no longer Source of support: Nil

proven to be beneficial. The complete family members Conflict of interest: None

who work from home have difficulties in juggling the Received: 19/06/2021; Accepted: 22/09/2021
 Shashadhar Sahoo
via parents. Domestic matters are viewed as the
mother’s accountability in Indonesian society (Wahid
and Lancia, 2018). Consequently, girl employees who
additionally operate the characteristic of housewives
have an increased burden than different women. When
a woman works from home, she has to deal with both
domestic and work problems at an identical time and
in an equal place. Mothers need to take their children
to college online and prepare for different household
necessities in addition to doing workplace jobs. Unlike
traditional circumstances, most family participants are
at work or faculty all through working hours so that
their desires can be met in the workplace. Female
employees additionally work regularly, which reduces
the quantity of time they spend at work worrying from
home.
There has been various preceding lookup on work-
life stability (Sundaresan, 2014; Dawra, 2019;
Deshmukh, 2020). This lookup examines the work-
life stability of dual-career spouses, or husbands and
wives, who each work outdoor the home. This study
aimed to see how more than a few career partners
manipulate their work-life stability when working from
home, as nicely as editions in the work-life balance
between male and girl employee’s difficulties during a
pandemic. Coordinating work and family wishes is a
challenging venture for any person who works from
home. Stress for personnel is extended employing the
presence of all household individuals at home all
through working hours; mother and father with
workplace jobs and young people who attend college
from home and want to be helped to employ parents.
Domestic things are considered as the mother’s
duty in Indonesian society (Wahid and Lancia, 2018).
Consequently, female employees who also function the
function of housewives have a larger burden than other
women. When a female works from home, she has to
deal with each domestic and work troubles at an
identical time and in an equal place. Mothers need to
take their adolescents to college online and prepare for
different family requirements in addition to doing
workplace jobs. Unlike usual circumstances, most
214
household contributors are at work or school during
working hours so that their desires can be met in the
workplace. Female personnel additionally work
regularly, which reduces the amount of time they spend
at work worrying from home.
There have been numerous previous lookups on
work-life balance (Sundaresan, 2014; Dawra, 2019;
Deshmukh, 2020). This lookup examines the work-
life balance of dual-career spouses, or husbands and
wives, who both work outdoors the home. This finds
out about aimed to see how a variety of career partners
control their work-life balance when working from
home, as nicely as variants in the work-life balance
between male and female employees.
LITERATURE REVIEW
The work-life stability of the dual-career couple is a
big deal. Work-life balance is defined as employees’
trust that position conflicts between non-public and
professional domains can be reduced. Work-life
stability is on occasion described as the proportion of
time spent working versus time spent with family and
doing the things you experience (Meenakshi, 2013).
Work-life stability has four dimensions (Fisher et
al., 2009), namely, the interference of work with
personal life, the extent to which work interferes with
an individual’s personal life; private existence
interference with work, the extent to which an
individual’s personal life interferes with work-life;
enhancement of non-public work-life, the extent to
which a person’s non-public existence can enhance
the individual’s working life; enhancement of personal
work-life, the extent to which a person’s lifestyles can
improve.
According to Hudson (2005), work-life stability
is made up of many factors. Time balance refers to
the time distributed to work and non-work activities.
The time required to whole a job at the business
enterprise and the effect on private life. For example,
in addition to work, personnel need to spend time with
recreation, socializing with friends, and family. NS.
Work-life stability in phrases of psychological
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 Effect of IFRS Adoption on Financial Ratios: A Study on NIFTY-50 in Indian Context
involvement or commitment, each at work and outside
the workplace. A balance that considers factors such
as stress stages and non-public participation in both
work and personal life. NS. Satisfaction Balance, which
refers to both on-work and out-of-work satisfaction,
is a capability that a character feels at ease in his or
her work and private life.
A preceding find out about the dynamics of WLB
was once carried out. According to the segmentation
hypothesis, work and family existence are separate
entities that are no longer associated (Edwards et al.,
2000). According to enrichment theory, work trip helps
to enhance the position of first-rate of lifestyles and
vice versa. This idea has the potential that experience,
talent, skills, values or joy, and mood enhance the first-
rate of different areas (Morris and Madsen, 2007).
According to facilitation theory, opportunities, skills,
and experiences make it effortless for anyone to
participate in one issue of existence and create positive
experiences and sources that can be utilized in different
elements of life. (Barnett and Hyde, 2001; Frone,
2003). This is referred to as work-life facilitation and
is truly bi-directional because it involves facilitating
household work and vice versa (Rincy and
Panchanatham, 2013).
According to Spillover’s thesis, competence in one
job influences professionalism in another. Poor
household experiences are related to terrible
professional experiences and vice versa, satisfaction,
and success in one neighborhood can deliver pleasure
and fulfillment in another, and vice versa (Morris and
Madsen, 2007). (Xu, 2009). According to Young and
Kleiner (1992), what takes region at domestic affects
what occurs at work. Family skills, emotions, attitudes,
and behaviors are transferred to their professional
responsibilities and vice versa (Kelly and Voydanoff,
1985). According to segmentation theory, personnel
can retain work-related ideas, behaviors, and feelings
at domestic and vice versa when they work, allowing
them to preserve a clear boundary between household
and work. It lets employee’s layout their lives more
flexibly. However, because segmentation speculation
Splint International Journal of Professionals (Quarterly Refereed International Journal), ISSN 2349-6045
has the least empirical evidence, it is frequently regarded
only as a theoretical opportunity (Bulger et al., 2007).
Employees address work-life balance in a variety of
ways (Williams and Boushey, 2012). Mothers are 79
percent much less likely to get a job, so they are greater
well timed and successful than females without
children. Workers who are additionally fathers are
exempt from this rule (Cuddy et al., 2004). The
previous lookup has shown that ladies have had more
problems managing roles (Connell, 2005; Tomlinson
and Durbin, 2010; Reskin and Bielby, 2005).
Nevertheless, females are in precept responsible for
doing their homework, regardless of the job, and many
of them have situations reconciling work and personal
life. Workers, regardless of gender, prefer to work in
companies that promote work-life stability
(Fapohunda, 2014). Women are greater cozy with their
work and experience accurate in the administrative
center because they can draw a clear line between
work and household life. Because of family, they take
priority over other things. Work and family are equally
necessary to girls and they attempt to do things
together. examined that the failure of the promises made
by using the business enterprise would result in a
breach of the psychological contract. Work-life
stability is affected with the aid of a psychological
breach of contract, which can lead to 1) PWE
(propensity to work early), 2) PLW (propensity to be
late for work), 3) assignment performance, and 4)
voice behavior (Kaya and Karatepe, 2020). Studying
general physicians face challenges in balancing work
and life. Now modern technology results in
advancements in the medical field. Managing the health
records electronically and maintaining the automated
way of work may reduce the workload. Twenty-five
percent of the respondents reported that they get to
sleep for less than six hours and they are struggling to
manage the stress level (Raffi et al., 2020). Studying
the consuming positions may affect the work-life
balance. Plan and prepare one night before. Social visits
should be avoided by co-workers (Table 1). Learn to
say ‘NO’, if it is important. Self-care and time
215
 Shashadhar Sahoo
Table 1: SWOT Analysis of Hong Kong
S.No. Work–from-office
1 Strengths
1. Network transient features/face interaction
2. Opportunities for cooperation
3. Prevent miscommunication/high-quality control
4. Separation of work and personal life
5. Greater feel of belonging
6. A higher arrangement for new employees
7. Centralized location
8. Greater get right of entry to technology
9. There is no danger of records leakage
2 Weaknesses
1. Lack of flex
2. Noisy workplace (for example, loud office
conversation)
3. Conflict in the workplace (for example, office
policy)
4. Wasted time wasted on inappropriate meeting
5. Irrelevant side talk
6. Comm road costs
7. Higher activity (for example, utility bills)
3 Opportunities
Conserve a professional appearance (for example,
build relationships with clients)
4 Threats
Lesser employed staff (e.g., married women, and
older people regarding air transport)
management are important in work-life balance (Kristy
and Chunta, 2020).
RESEARCH METHODOLOGY
The study work-life balance may be understanding to
the clear pattern thinking of the organization. They
organization determined adjustment to the work life
balance. Learning to study the work-life balance and
to explore the preparedness among employees towards
social support, personal factor, the intention of the
released in the insurance sector of female employees
216
Work-from-Home
1. Flexible cuneiform layout
2. No office distraction (for example, no office noise)
3. Autonomy/freedom
4. Comfortable/familiar environment (reduced stress)
5. Save time / No travel
6. Save money (for example, fewer costs on renting office space)
7. Work-life-balance
8. Reduce deficiencies
1. Deviation (for example, family member: Homework)
2. Uncomfortable environment (for example, living in a small
area)
3. Lack of control
4. Communication barriers
5. Missing social interactions/loneliness
6. Lack of hardware support
7. Blurred boundaries between work and personal life
8. Unhealthy lifestyle (for example, lying on the couch all day)
9. Unhealthy lifestyle (for example, lying on the couch all day)
10. Not pleasing to all employers
11. Injustice
1. Hybrid models
2. New talents from all over the world
1. Cyber security (e.g., information theft)
2. Confidentiality (e.g., loss of data/staff /customer information)
3. No WFH rules and regulations
4. Other expenses related to homework
5. High competition (e.g., jobs can be exported to cheap foreign
workers)
in Cuddalore district, an organization of the insurance
sector. The work-family conflict between female
worker’s social support and work-life balance is
described according to the characteristics of personal
factors. The study also aims to identify the relationship
between demographic variables and study variables
such as social support, personal factors, work-life
conflict, intention to quit, and work-life balance.
Therefore, the method adopted for this research is
descriptive methods which explain this relationship
between the factors. Total population -1200,
Vol. 8, No. 3, July-September 2021
 Effect of IFRS Adoption on Financial Ratios: A Study on NIFTY-50 in Indian Context

Figure 1: The conceptual

model in this research H7

Personal Intent to
Factors Quit

Work-family
H3
conflict Work-life
Balance
H1
Social
Support H5

H6

Confidence levels =95%, Margin of Values = 2.5%,
Select Sample Size=650. Convenient sampling.
HYPOTHESIS
Hypothesis 1 (H1): Family-to-family conflict
positively related to social support.
Hypothesis 2 (H2): Family-to-family conflict
positively related to personal factors.
Hypothesis 3 (H3): Family-to-family conflict
positively related to the purpose of termination.
Hypothesis 4 (H4): Family-to-family conflict
positively linked to work-life balance.
3. To determine the relationship between employed
women Demographic factors social support,
Personal factors, and Conflict between family and
family.
is 4. To understand the impact of demographic factors
on social support, personal factors, the conflict
is between professional and family society, intention
to terminate, and work-life balance.
is 5. To determine the impact of the intention to
terminate on work-life balance.
is 6. To examine the impact of family-to-family conflict
on termination on work-life balance.

OBJECTIVES OF THE STUDY WORK-LIFE BALANCE

1. To examine the predictors of work and family
conflicts among employed women.
2. To Knowledge of employees’ perceptions of their
social support, personal factors, and family-to-
family conflict.
Work-life balance is defined as hanging a balance
between the non-public and work lives of people
(Jyothi and Jyothi, 2012). The work-life balance is
based totally on the belief that work and private
existence complement every other to attain excellence

Splint International Journal of Professionals (Quarterly Refereed International Journal), ISSN 2349-6045 217
 Shashadhar Sahoo
in your life. In addition, men and ladies use bendy work
in exceptional ways, leading to specific results in
phrases of well-being and work-life balance (Chung
and van der Lippe, 2020; López-Igual and Rodrguez-
Modroo, 2020). Employee overall performance can
be positively and negatively affected via work-life
balance. Low productiveness and negative overall
performance may also be due to work-life stability that
is not in line with the man or woman in the corporation
(Konrad and Mangel, 2000; Cohen and Liani, 2009;
Konrad and Mangel, 2000; Konrad and Mangel, 2000;
Konrad and Mangel, 2000); Ko an individual lacks the
assets needed to function work and family obligations
will locate himself under stress. The work-life stability
is positively linked to job pride in a previous study
(Jackson and Fransman, 2018). was once positively
related to family-to-family conflict.
CONCLUSION
The findings, there were differences in WLB between
male and female employees. Female workers have a
larger WLB than male workers. society views women
as the main source of income for the family, while
women in charge of family affairs drive male and female
employees to value work and family differently
(Thompson et al., 1999). Men place a high value on
work, while women place great importance on the
family. This leads to the importance of women putting
first work on the family, while men do the opposite
(Haworth and Lewis, 2005; Jennings and Mcdougald,
2007). Due to the precarious situation of women
Work
Self
Family
Friends
Figure 2: COVID-19 and Academicians WLB
218
workers affiliated with the WLB, there has been an
increase in the number of unmarried women in South
Korea. Even many married women workers are afraid
to have children (Kang and Wang, 2018). To insurance
sector employees WFH, it is critical to pay close
attention to WLB. Employee management should study
the variables that impact WLB and limit the ones that
impair WLB to create an effective WFH.
The study should include elements that might
impact WLB, according to the advice for future
research.
RELEVANCE OF THE STUDY FOR SOCIETY
This study focuses on women employees in the
insurance sector. The sector is turbulent. It will create
enamors stress towards women employees. This study
deals with social support, Personal factors, Work-
Family Conflict, and Work-life balance.
This study deals with specific problems and
prospects of women employees. Women are the
backbones of any society. So, these studies are highly
relevant to societal concerns.
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