FINDINGS

1.There is no majority and minority in both groups. Both are same

2. Majority 52.8% of respondents are 15to25 in this question.

3. Majority of qualification is 61.1% of respondents are post-graduation in this question.

4. Majority is 47.2% are strongly satisfied respondents and 5.6% dissatisfied respondents.

5. Majority of respondents are 38.9% and minority of respondents are 11.1%.

6. Majority of respondents are41.7% and minority of respondents are 13.9%

7. Majority of respondents are 55.6% and minority of respondents are 5.6% spends with family
and friends.

8. Majority of respondents are 28.6% and minority of respondents are 22.9%

9. Majority of respondents are 69.4% are engaged in stress relieving programmed.

10. Majority of motive you to work is 47.2% and minority 8.3%

11. Majority of activity is 36.1%of yoga and minority of activity is 16.7% of dance.

12. Majority of respondents are 47.2%of sometimes and always and minority of respondents are
5.6%believce in superior style support work life balance.

13. Majority is 41.7% and minority is 11.1%

14. Majority 88.9%of respondents are able to balance work life minority 11.1% are not able to
balance work life.
Suggestion: -

For female professionals, appropriate instruction and growth initiatives should be in place.
OCTAPACE Culture deserves to be nurtured.

◼ Flexible schedules. Reducing bias based on gender

◼ Policies ought to be friendly to women.

Conclusion: -

A working woman's life have to include her personal and professional lives as well. Researchers
are becoming more intrigued in learning how women balance their personal and professional
lives with such fervor as the number of female professionals rises across all industrial sectors.
Using the researcher's goals, the study found an advantageous link between the work-life balance
of female employees and family support, involving financial and emotional/mental support,
personnel factors, age, income, marital status, experience, roles and responsibilities, peer
behavior, organizational culture, and working illnesses.

Based on the research, we can conclude the features that improve job satisfaction and affect
stress levels include working hours, workload, and planning flexibility. According to the
research, women working in educational institutions are free of as many problems with overtime
or long work hours as women working in the corporate sector. Therefore, it can be said that while
work hours, workload, and schedule flexibility all help to improve work-life balance, they have
little impact on the work-life balance of women employed by educational institutions because
these employees rarely have longer workdays than necessary. Conditions at work are factors that
affect satisfaction.
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