WORK LIFE BALANCE OF INDIAN WOMEN

EMPLOYEES IN IT SECTOR

By
AMRUTA P. PATIL

SAP ID: 77221159042

SPECIALIZATION: HUMAN RESOURCE

MANAGEMENT

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 ACKNOWLEDGEMENT

I want to specifically thank the "NMIMS" institute for giving me the chance to complete
this excellent project on the subject of "WORK LIFE BALANCE OF INDIAN WOMEN
EMPLOYEES IN IT SECTOR," which also enabled me to conduct extensive research and
broaden my knowledge.

I appreciate the assistance that every member of the department staff has provided,
whether directly or indirectly. For their direct or indirect support, the teaching and non-teaching
personnel of the human resource management faculty members deserve my sincere
appreciation. I would want to take this opportunity to thank everyone who helped me with this
MBA project. I appreciate their aspirational advice, priceless constructive critique, and cordial
counsel throughout the project. I genuinely appreciate them for providing their honest and
enlightening perspectives on a variety of project-related challenges.

I also want to express my gratitude to all of my friends who have supported me in

creating this project. My parents have always been an inspiration to me, so last but not least, I
want to thank them.

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 TABLE OF CONTENTS

1)Acknowledgement ---------------------------------------------------------------------2

2)Objectives-------------------------------------------------------------------------------4

3)Scope-------------------------------------------------------------------------------------5

4) Literature Review------------------------------------------------------------------6 - 8

5) Executive Summary-------------------------------------------------------------- 9 -11

6)Methodology---------------------------------------------------------------------------12

I. Research Method and Data collection---------------------------12

II. Introduction to the topic of work-life balance------------------13
III. Background Study--------------------------------------------------18
IV. Area of Study------------------------------------------------------- 19
V. Survey Questionnaire and Administration-----------------------20
VI. Research Tools ----------------------------------------------------- 20
VII. Limitations of the Research----------------------------------------22

7)Data collection and Analysis--------------------------------------------------23 - 35

8)Findings--------------------------------------------------------------------------36 - 39

9) Suggestions/Recommendation-----------------------------------------------40 - 42

10)Bibliography--------------------------------------------------------------------43 - 46

11)Appendix------------------------------------------------------------------------47 - 50

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 OBJECTIVES

 To identify the numerous aspects of a woman employee's work-life

balance, such as hours worked, involvement in the workplace, and parental
responsibilities.

 To figure out the major influencing elements on the work-life balance of

different groups of women employees in the IT industry.

 To study the impact of work-life balance on female employees' quality of

life.

 To assess the impact of women employees' work-life balance on their job

satisfaction.

 Improvements that need to be made to improve the performance of women

employees and their ability to combine work and family obligations.

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 SCOPE

This study will aid in the understanding of the negative impact of work load on the
health of female employees by businesses, the government, and other relevant IT
organizations. Based on the findings of this study, the government, businesses, and other
relevant organisations can work together to develop sound work support policies (with proper
implementation of flexible work schedule options), and nutritionists and dieticians can help
raise public awareness of the dangers of poor eating habits and their impact on health.

The focus of the current study is only on women working in Pune. One of India's
modern, urban city is Pune. For the purposes of the study, female employees who are
working in a variety of IT-related firms were taken into consideration.

Due to the good pay, sedentary work, challenging job opportunities, lack of gender-
based hiring practises, performance-based promotions, etc., many women choose to work in
the IT sector. However, there is growing concern that the heavy workload and stressful lives
of women employees have a negative impact on their health. Therefore, the researcher is
interested in learning whether work load has a substantial impact on health and what steps an
organisation may take to lessen issues that are hurting its female employees.

In the current environment, the majority of software employees fall into the category
of women. A recent survey on the quality of work-life balance of women employees in the
software sector shows a steadily declining trend from 85% to 52% in the last ten years.
Additionally, more than 80% of women employees in the software sector have more health
issues and are unable to balance their families with their high-pressure jobs, despite this. This
study, which strives to discover the underlying factors influencing female employment
participation and examines the work-life balance of female software employees, is vital in
such a context.

Also some of initiatives taken by organisations for maintaining work life balance of
women are elaborated furthermore some suggestions and recommendations are also
mentioned.

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 Literature Review

Prior to examining the challenges involved in the repercussions of work-life balance

to Indian women employees, it is essential to make a survey of the literature being discussed
with relation to this subject matter and scholarly knowledge regarding to it. This discussion
will be supportive in providing more insights to the reader about the research topic. The main
purpose of this literature review is to provide an overview of the literature on work-life
balance, its effects on the performance of the organisation and about the challenges faced by
the women employees.

Andukuri Raj Shravanthi (2013) researched that, Given the current demographic,
technical, market, and organisational developments connected to it, work-life balance has
come to be a topic of concern for both academic researchers and corporate leaders. However,
there hasn't been much scholarly work done to present a comprehensive picture of the work-
life benefits and programmes (WLBPs) provided by different organisations in India. It is the
responsibility of the human resource professional to comprehend the crucial concerns
surrounding work/life balance and to champion work/life programmes in the competitive
global marketplace of today.

(2017) Sonia Delrose Noronha, & P. S. Aithal Stated in their research that, Work-
Life Balance for female employees is a hot topic in today's businesses. The organisations
create and carry out a variety of strategies. In order to combine the demands of work and
family, women employees are also expected to establish and maintain healthy living habits.
These coping mechanisms will assist both the company and the employees in addressing the
difficulties and concerns surrounding work-life balance.

G.Delina, Dr. R. Prabhakara Raya (2013) analysed, Due to the high prevalence of
dual career couples in the present day, there is a need for rigorous research into the causes of
work-life conflict and more understanding of how to manage the work-home interface. More
investigation is required to better understand the significance and effects of work-family
balance.

Dr. Saloni Pahuja(2016) Researched that, some individuals feel so stressed out from
working long hours that they are unable to handle family duties even after leaving the office.

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Work-life balance has a strong positive association and impact on an employee's personal and
professional life.

Thangjam Ravichandra(2022), analysed in this study is to gain insight into how

changes in technology, increased work pressure from looming deadlines, coexisting virtual
workplaces, and shifting demographics—including gender and experiences—as well as
inflationary increases in disposable income and rising standards of living—have boosted the
value of work-life balance in the industrial sector.

Mrs. N.Divya Jaya Lakshmi (2018), said in the research, the goal of work-life balance
helps employees feel less stressed. Stress and discontent occur when people feel as though
they are neglecting other significant aspects of their lives by spending the majority of their
days engaged in work-related tasks. Employees who maintain a healthy work-life balance
experience a sense of balance in all facets of their lives.

Dr. Somlata Sharma1 , Dr. Versha Vahini (2022) researched, The main goal of this
study is to better understand the factors that have made maintaining a work-life balance in the
industrial sector more important, including changes in technology, increased work pressure
coupled with ongoing deadlines, the coexistence of a virtual workplace, changing
demographic profiles (including gender and experience levels), an increase in disposable
income inflation, and an improvement in living standards. It is essential in the modern world,
especially for women given the variety of tasks they play. The research paper provides an
example of the direction work-life balance for female employees in the Indian industry
should go.

Tasnim, M. , Hossain, M. and Enam, F. (2017), said study seeks to identify the factors
that working women in Bangladesh have an unbalanced work-life balance. Consequences and
potential fixes have also been offered because it is imperative to figure out how to eliminate
the issues that prevent working women in Bangladesh from balancing their job and personal
lives. The following queries have been attempted to answer while taking into account all
factors: 1) Factors that make working women's job and personal lives unbalanced. 2) The
causes' consequences. 3) Possibile fixes for keeping Bangladeshi working women's work-life
balance.

Dr. Kalpana K. Deshmukh ( 2018) analysed, In today's busy environment where

finding time for oneself seems unattainable, there is a broad demand from employees for the
right to balance work and home life. Programs for health and wellness can undoubtedly assist

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working women in juggling their personal and professional lives. However, they cannot solve
the imbalance issues on their own. According to the literature evaluation, women face a
variety of issues and challenges; as a result, more research is necessary to help working
women balance their job and personal lives.

J. Sudha*1(2014), stated in the research, Every woman should set a goal and succeed
in her work and family in order to obtain WLB. For the purpose of achieving a gratifying and
meaningful well-balanced life both professionally and personally, some of the tactics and
abilities utilised at work, such as planning, organising, and setting boundaries, can be
employed at home and at the workplace. In order to meet the demands of the family, women
employees should provide for the family both physically and monetarily. Additionally, strive
to achieve both individual and organisational goals in order to fulfil your career needs.

ASWANI RAGHUNATHAN, ATHIRA R PILLAI (2020), analysed Even though the

survey was limited to IT professionals, it has opened up a number of new areas for more
research on the topic of work-life balance. In collaboration with qualified institutions,
extensive and detailed research on this topic has been envisioned. In India, there is a huge
need for this kind of study. To raise awareness of the challenges women, encounter in
juggling their personal and professional lives, focused research on the work-life balance of
women employees might be launched.

According to K. Santhana et al. (2013), the work-life balance is distorted by four

factors, including marital status, working hours, the need for flexibility, more working hours,
and time. Married women are in a unique situation since any additional hours they put in at
work prevent them from taking care of their children and other dependents. The elements
listed above alone affect more than 38% of work-life balance among the factors divided into
two components. The study also demonstrates that three factors—namely, the number of
dependents, childcare needs, and the rationale for overtime—have an impact on married
women's ability to maintain a healthy work-life balance. The number of young children who
need to be looked after and taken care of makes this situation worse [i.e., the more
dependents, the worse the balance, and vice versa. The supporting functional head may
always assist to reduce the effects associated to work-life balance].

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 Executive Summary

In the past, very few women were able to pursue higher education, and those who did
were at the mercy of their father's or husband's decisions regarding their employment.
However, due to rapid economic development, many more women are now able to do so, and
as a result, their careers have become more robust. On the other hand, this has made it
difficult for them to balance work at home and at the office. The idea of having a healthy
family life is becoming increasingly important. By being present in all sectors, women
equally share some obligations in both social life and society.

The increasing level of competition among organisations, where everyone is focused

on boosting profits and improving customer happiness, increases the workload for
employees. This aspect has a significant impact on employees' ability to maintain a healthy
work-life balance, with women employees reporting greater difficulty doing so. This study
used Pune as a case study to examine the difficulties women employees in India's IT sector
have in balancing their professional and personal lives.

The primary data was collected by sending the questionnaire to female employees
working in the IT industries in Pune, via email and LinkedIn. A survey-based research
methodology was used for the study. The information gathered includes information about
their age, marital status, education, and occupational characteristics like the reason they work,
the type of work they do, the travel time between home and work, and the number of hours
they typically work. With the use of various univariate measures, descriptive statistics are
used to further analyse the acquired data. This study discovered that women workers'
financial security, which is also beneficial socially, was a result of their economic
independence. This study demonstrates how the work-life balance of women employees in
these two areas is affected by lengthy work hours and frequent travel. Overall, the research
indicates that firms must implement suitable policies and activities to continuously improve a
workplace that is more welcoming to women.

In the past 25 years, the Indian government's privatisation and globalisation policies
have brought about a profound shift in the Indian economy. For young, skilled labour, the job
market has seen an increase in employment prospects. The personnel demographic profile has
altered as a result. complemented with a competitive salary and global exposure. Out of it, a
brand-new idea for a dual career couple was born. As a logical result of this, more and more

9
women who were historically thought of as homemakers are entering the workforce. The
workplace now clearly includes women. A paradigm change has occurred from treating men
as the breadwinners and treating women as housekeepers or childrearing to treating women
as both the breadwinners and home managers. However, employees are disregarding other
facets of life outside of work, such as spending quality time with children and families,
enjoying leisure activities, and making time for personal interests as they become more and
more ambitious and career-oriented. High levels of employment stress, flexible work
schedules, and target-based operations go hand in hand with this.

More businesses have prospered as a result of globalisation, which has also enhanced
the employability of women. The employability of women is seen to be rising by 3.6%
annually. In practically all areas nowadays, women and men work side by side in the same
workplace. The employability range for higher-level management roles is likewise seen to be
on the rise annually. Numerous Indian families have been negatively impacted by
modernization and urbanisation. All types of women work in paid positions. The majority of
women work to support their families, which is also a result of the social and economic
circumstances in the nation. For women working professionals, finding a balance between
their careers and families continues to be difficult.

The results in relation to the study's goals and questions are reported in this
discussion. The performance of female employees is hindered by work stress, long distance
travel, an unsupportive family, and an unsupportive work environment. Additionally, a heavy
workload has a negative impact on family life. the difficulties faced by women working in IT
sectors in preserving their work-life balance is addressed by the study topic on factors
impacting work-life balance. These elements cause volatility in the balance of job and family
life. According to the spill-over theory, people take their emotions from work to their families
and vice versa. Long-distance travel and work-related stress have a cascading effect on
families. Depression and other psychological problems are brought on by work-life balance
obstacles and circumstances, as well as by its imbalance. According to the research's
conclusions, a balance can only be achieved when women are happy at work and have the
capacity to help out with household chores.

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 We can infer from the aforementioned paragraphs that women's employability is
essential in the developing world and that their support is needed to a higher level in
managing the family's finances. Work-life balance has become increasingly difficult in recent
years for both employees and companies. Women struggle to achieve a work-life balance
because they frequently work continuously at both their jobs and their homes, putting in an
average of 40 to 45 hours each week.

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 Methodology

Any research effort must have a solid foundation, which is provided by research technique. It
describes the theoretical frameworks and methods applied during the research process. The
research philosophy, research approach, research strategy, and research tools utilised to carry
out the project are all described in this section. This study's data collecting, sample methods,
and data analysis are outlined. This project examines the methodologies chosen for analysing
the respondents' perspectives in order to analyse the difficulties women employees face in
balancing their work and personal lives in India's IT sectors.

Research method:

This study adopted mixed i.e., quantitative as well as qualitative method and research design
is survey type. The study was conducted based on the fundamental observation.

Data Collection Methods:

I have collected data through following methods,

Primary Data: The survey was carried out and administered questionnaires to women IT
workers in order to acquire the data directly from them.

Secondary data: Also referred to as published and unpublished data. is the reuse of
information that has already been gathered or researched. Books, journals, documents, and
electronic journals are some of the sources of secondary data that are mentioned.

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INTRODUCTION TO THE TOPIC

Work-Life Balance Concepts:

Few women were able to pursue higher education in earlier eras, and those who did
were at the whim of their father or spouse. However, the quick economic growth has greatly
aided many women in empowering their knowledge, which has contributed to the expansion
of their steadfast careers. However, this has made it difficult for individuals to manage their
job at home and at the office (Delina and Raya, 2013). In India, the idea of upholding a
proper family life is growing more complicated, and the ideal of an extended family is also
becoming less prevalent since both men and women in the family must work. Additionally,
mothers who work must be responsible for raising their children (Bharathi and Mala, 2016).
By being present in all professions, women equally share some societal and social duties
(Zaheer, 2016).

The idea of balancing work and life was formerly thought to be a Western idea,
particularly with regard to women. This idea is being taken into account because women are
not often regarded as essential members of the labour force in most civilizations, including
Indian culture. According to Chandra (2012), in situations of gender-based socialisation,
men's influence may be seen more in the adoption of work-oriented roles, whilst women's
impact can be seen more in the adoption of caring roles. But according to Hanson (1980),
women are now entering every sector that is competitive, and this increase is attributed to the
rise in women's literacy rates. According to Desai et al. (2011), there have been more changes
in the society for women since the advent of globalisation since so many of them have begun
to emerge to take on new tasks in all key professions. As a result, this lady has changed from
being a "carer" to a "provider." According to Sundari and Sathyanarayana (2012), having
female employees in an organisation not only improves the work atmosphere but also
encourages male employees to act more professionally.

Work-life balance is defined simply by Bharathi and Mala (2016) as the capacity to
retain family-determined leisure time while being in sync at work. Gayathri (2013) argues
that work-life balance is a condition of equilibrium in which both professional and personal
requirements are met at the same rate. According to Pandu, Balu, and Poorani (2013), it is
also succinctly described as a component of the interplay between paid and unpaid labour,

13
which results in the creation of a productive and viable workplace culture. According to
Chauhan (2010), the notions of success and enjoyment may be used to define work-life
balance. The two most crucial elements, according to Julka and Mathur (2017), are work and
life objectives. Due to the fact that many female employees work to support their families
financially, it is now difficult to preserve work-life balance. Additionally, Shravanthi,
Deshmukh, and Deepa (2015) add to this by highlighting how important work-life balance is
to both employees and employers. Companies have revised their HR interventions as a result
of rising employee attrition and the requirement for work-life balance. It is imperative to
recognise that the idea of work-life balance is a social construct that can be used to symbolise
either the existence of reality or the disclosure of the notion. This understanding is necessary
when defining the term. Work-life balance, according to Clark (2000), is preserving one's
ability to control their level of gratification while also operating effectively at both their place
of employment and their home with little to no conflict in their job. According to Clark's
study, a worker's life is centred on their home and place of employment. Similar to this,
Greenhaus and Powell (2006) defined work-life balance as the point at which an individual is
satisfied with their degree of time commitment, involvement, and satisfaction from both their
professional and personal/family lives. However, this does not adequately explain work-life
balance or all of its implications.

It may be inferred from the issues raised above that there isn't a single, all-inclusive
meaning for the phrase "work-life balance." The literature review contains various
conceptualizations, and these conceptualizations are always changing over time, thus the
author does not see this as a problem. However, the author adopts Beauregard and Henry's
(2009) definition, which contends that work-life balance strategies have an effect on an
organization's performance. Work-life balance will also have a big impact on people, their
families, organisations, and society as a whole, according to the study.

The ideas of personal and professional life are the subject of several philosophies.
Structure Functionalism Theory, Segmentation Theory, Compensation Theory, Work-
Enrichment Theory, and SpillOver Theory are a few of the theories.

Structure Functionalism Theory -

The separation between family life and job life predominated before the development
of technology in the 19th century since most families were made up of just one unit.
Following that, arguments have been made against the idea of a "work-life balance." Because

14
of the separation between personal and professional lives that followed World War II and the
industrial revolution, as well as certain changes to both men's and women's civic roles at the
time, discussions on work-life balance began to take shape. Structure Functionalism Theory
was an older theory that emerged as the dominant sociology theory in the first decades of the
20th century. This idea primarily contends that people's lives may be separated into two
primary categories: (1) a work life that tends to be more productive and helps them create a
product, and (2) a personal life where they can spend time with friends and family. In
essence, this idea asserts that a distinction between personal and professional life exists.
However, several scholars have questioned this idea by bringing up the societal problems of
the late 1960s.

Segmentation Theory -

Segmentation Idea in the early 20th century also highlighted the connection between
work and personal life, much like the theory of Structure Functionalism did
(Lavassani,Movahedi and Mohavedi,2014). The authors of this idea, Blood and Wolfe
(1960), contend that work and life are separate concepts with no relationship to one another
(Hart, 1999). In light of this, the works of Zedeck (1992); Edwards and Rothbard(2000) and
others claim that there is no correlation between job and personal life. They are both separate
things. Therefore, it appears that there is no connection of any kind between the two entities.
Blood and Wolfe went on to further describe their hypothesis (1960). This hypothesis has
been applied to manual labourers, and it explains why people who work in unsatisfying
employment prefer to separate their personal and professional lives. Similar to Structure
Functionalism Theory, Segmentation Theory's applicability was questioned in the late 1960s.

The Compensation Theory

Following the reaffirmation of Structure Functionalism and Segmentation Theory in

the late 1970s, the new phase of evaluating work and family emerged. Accordingly, the
research conducted by Piotrkowski in 1979 to examine the interaction between job and
family revealed that employees view their house as heaven and rely on their family as a
source of fulfilment that is notably absent from their working lives. The compensation
hypothesis may be defined as people making increased efforts to make up for negative
experiences in one area with pleasant ones in the other. It is also possible to say that people
allocate their preferences between accepting the challenges of one area while remaining
content in another.

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 According to theorists, a dissatisfied employee would focus more on his personal life
than on his professional side, whereas a satisfied employee will prioritise his professional life
at the expense of his personal life. Zedeck and Mosier's (1990) classification of compensation
theory into two categories is as follows: I Supplemental and (ii) Reactive. Supplemental
occurs when employees alter their behaviour in order to transition from a depressed position
to a satisfied one. When a person's work life is lacking in pleasant experiences and might
carry over into their home life, this happens. While, Reactive describes the actions made by
individuals to actively change their unfavourable experiences in one position by remaining
positive in another. Therefore, reactive compensation typically serves to offset a bad work
experience with a good personal one.

Work Enrichment Theory

Greenhaus and Powell's Work Enrichment Theory was introduced in 2006 and
received significant scholarly attention. According to this hypothesis, positive professional
outcomes lead to better personal outcomes whereas poor professional outcomes lead to worse
personal outcomes. This idea describes the degree of connection between two areas.

According to the Spill-Over Theory, people take all of their emotions from work to
family and vice versa (Belsky, 1985). In this process, two separate facets of their lives—their
personal and professional lives—are related to one another. Spill-Over may be divided into
two categories, according to Morris and Madsen (2007): I Positive Spill-Over and (ii)
Negative Spill-Over. Positive spillover describes a situation in which happiness in one area
leads to similar happiness in another one. Negative spillover, on the other hand, describes a
situation when a problem in one area spreads to another.

The ideas for work-life balance that have been put out thus far only serve to highlight
the fact that it is a complicated process that cannot be fully understood in a short amount of
time. To summarise, several dimensions are suggested by work-life balance theories. They
may not be appropriate in all circumstances, but they are pertinent to many sorts of
individuals and circumstances. The two worlds of productive and personal life are of concern
to structural functionalism theory. The segments of work and life have been defined as
separate entities according to the segmentation theory. According to the Compensation
Theory, work and life have an antagonistic connection. People make an attempt to fill the
gaps in one area with fulfilling experiences in the other. According to the work enrichment

16
theory, a good relationship between two parties will raise both parties' standards of living.
The general perception of two components of work and family is hypothesised by the spill-
over theory. Employees bring their work-related emotions, attitudes, abilities, and feelings
home with them as well as the other way around. As a result, each of these diverse
perspectives exhibits a unique aspect of work-life balance.

maintaining a work-life balance requires ongoing effort as our circumstances and

goals change rather than being a one-time fix. According to Beauregard and Henry (2009),
work-life balance is the organization's support for employees taking care of their dependents,
as well as more flexibility in working with family or personal leaves, working from home,
job sharing for employees, on-site child care, etc. However, this definition appears to be more
complicated because it implies that if such regulations are in place, people in a company will
have a work-life balance. This means that it can conceal the advantages that employees
receive (Gatrell and Cooper, 2008; Ozbilgin et al.2011; Lewis et al. 2017). These results,
however, don't seem to be correct, since several researchers have demonstrated that whenever
an individual leads a balanced life, the business benefits as well (Harvey, 2005; Fleetwood,
2007)

17
Background of the study:

With the development of information technology, a substantial transformation is

taking place on a global scale. The IT revolution not only boosts the nation's GDP and
employment prospects, but it also has a positive impact on social and cultural change.
Women IT experts have begun to enter the rapidly expanding software services business
during the last few decades. In addition to their traditional job as homemakers, women now
also assume the position of a professional. The majority of Indian women, who in the
previous ten years were employed in professions like teaching, nursing, banking, etc., are
now side-tracked and actively involved in the IT revolution. The majority of employees,
particularly information workers, are working longer and harder than ever before. This is a
well-known phenomena. They thus struggle to attain work-life balance. Women working in
the information technology industry now have an uneven work-life balance due to the new
profession's high compensation, night shifts, cultural, and social changes.

According to many human resources managers, the information technology sector is

growing and characterised by lengthy workdays and high levels of stress. The majority of IT
companies operate a five-day week, however as a result of globalisation, which requires more
services to be delivered on time, the burden is increasing. Companies that downsized
following the 2001–2002 recession didn't necessarily recruit additional workers after business
came up. This indicates that working 14-hour days and being called in on the weekends have
come to represent the industry. A lot of software specialists are sent to training sessions
during the lengthy pauses between projects to keep them engaged. They react badly to these
breaks; many of them believe they are not competent enough or that their potential is not
being fully utilised. Newcomers are also disappointed, particularly in the information
technology industry. Other research has shown that IT leaders have intense emotions of
inferiority as a result of things like working late hours and not truly utilising their soft talents.
Their health and family life are impacted by the unbalanced work-life situation.

For the past 15 years, the performance of Indian software exports has always been a
key indicator of the software industry's contribution to the Indian economy. Only with
effective employees, particularly female software employees, can the software business
perform at its best. This is especially true for the expansion of the Indian software sector in
the international market. Currently, the majority of software employees fall into the category
of women. More than 80% of women working in the software industry report having more

18
health problems and finding it difficult to balance work and family life in addition to working
in a stressful environment, according to a recent survey that focuses on the quality of work-
life balance of women in the industry. This is despite the fact that women's contributions to
the growth of the software industry have been steadily increasing.

Area of Study

The focus of this research is Pune city. Numerous banks, schools, IT firms, and
hospitals are located in Pune. People from various regions of the state as well as from outside
the country make up the populations of Pune. Due to the industrial revolution, which has
increased the employability of more people, Pune have seen an annual growth in population
over time. The primary justification for choosing this region for the research project is the
phenomenal development in population and employability.

Women working in the IT sector in Pune City were the target participants chosen for
this study. Women employees were primarily chosen as the target group due to their
representation in the workplace. Over time, the labour market has undergone a significant
shift where women are now in top management roles and have the authority to make critical
decisions that will affect their firm. According to reports, 60.7% of women participated in the
labour force from 2017 to 2018. Therefore, choosing female workers for this case study helps
to raise awareness of the current market and its impact on work-life balance for women,
particularly those who work in IT sectors.

Participants

Purposive sampling, a technique for non-probability sampling, was used in this

investigation. To give essential knowledge that cannot be obtained from other options,
specific individuals, locations, or situations are purposefully chosen. This method is less
time-consuming and sensitive to interpretation. It was picked because of the population's size
and because not all of the target audience of Indian women working in the banking and IT
industries were present. 100 respondents were used in the technique, which could be logically
assumed to be representative of the population.

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Survey Questionnaire and Administration

A survey questionnaire was used as the instrument for gathering data, and it was
utilised to learn about respondents' current experiences with work-life balance based on their
job in the IT sector, as well as other connected topics. A web-based survey tool called Google
Forms was used to create the survey questionnaire. Female employees were given the survey
link via email as well as social media sites like LinkedIn and WhatsApp. According to the
studies, participants are more likely to be truthful in their answers and responses when their
identities are kept secret since doing so allows them to express themselves freely.

Questionnaire

A questionnaire is created based on the topic of this research. The survey includes a
few multiple-choice questions and a few dichotomous (YES/NO) questions.

Research Tools

A survey questionnaire (Appendix 1) was utilised to collect responses from

respondents as raw data. It included inquiries about the work-life balance of women working
in the IT industries. For this study, a total of 17 questions were collected, with a mix of
multiple choice and open-ended questions. Data on the participants, including their age, line
of employment, level of education, marital status, and years of experience, were gathered at
the start of the questionnaire. The purpose of the women employees' employment, issues
affecting their ability to manage work and family obligations, lengthy work hours, and long-
distance travel were the next topics covered in the survey.

In order to conduct a full study, questions addressing the organization's level of

awareness, the steps they have taken for work-life balance, and the "yes" or "no" format
questions on employee satisfaction were also asked. In essence, the questionnaire was
constructed from several angles about the employee's profile, job-related aspects,
organisational factors, environmental elements, and social issues.

20
Pilot Study

Prior to conducting the actual survey, doing a pilot study benefits the researcher by
enabling them to better define the questionnaire and gather relevant replies. In light of this, a
pilot study was carried out by sending the survey link to ten female IT workers in Pune. In
order to make the questionnaire more suited for the research and to achieve a logical flow, it
was discovered after analysing the responses that some more questions needed to be added.

Research Timeline

The distribution of the questionnaire and collection was done between September to
October, 2022

Data Analysis

A variety of structures can be used to analyse quantitative data. Case study analysis is
thought to be complex, and the researcher's ability to critically reason and explain the
information discovered through the analysis is also credited. Descriptive analysis is a
powerful technique for examining responses to questionnaires, and this study used various
charts to perform univariate analytical measures. The survey questionnaire is organised in a
form that is more suited for the analysis's goals by classifying the questions into appropriate
groups and providing transcriptions and interpretations of the groups. The analysis includes
data sampling in addition to conducting relevant research.

MS Excel was utilised to analyse the data being gathered and create some consistent
patterns according to the responders. The collected data was transformed into percentages,
and the administered questionnaires provided insightful information. Descriptive analysis is
built on the work of graphic interpretations.

21
Limitations

Irrespective of whether a study is qualitative or quantitative, some constraints are quite

common.

 Purposive sampling was used in this study, hence generalising the findings is not its
primary goal.

 The study was limited to India as a geographic location, making it culturally

distinctive.

 Since only female employees were included in the sample, it is gender-specific.

 It is industry-specific because the IT sector was chosen.

 Researchers must be careful to protect participant anonymity, especially if

participants are under pressure from authorities to reveal their identities.

22
 DATA COLLECTION AND ANALYSIS

As stated earlier, the main goal of this research is to make an analysis about work-life
balance of Indian women employees working in the IT sector by using Pune City as a case
study. The data collection and processing were performed with regard to the research
objectives.

Participant’s description:

It's crucial to grasp the characteristics of the study's respondents before analysing the
research's conclusions. The primary goal of this is to look at the traits of the female
employees who took part in the survey. In light of this, we asked participants about their age,
line of employment, degree of education, marital status, and years of experience.

1) Age:

Figure 1
total number of participant

60

50

40

30

20

10

20-29 30-39 40-49 above 50

Age of participant’s

For classification, four separate age groups are taken into account. The range is 20 to
above 50 years. Participants between the ages of 20 and 29 responded at a rate of roughly

23
52%, followed by those between 30 and 39, who responded at a rate of 27%. Participants
above the age of 50 make up 8% of the sample, while the age group of 40 to 49 accounts for
13% of the answer. This demonstrates that the majority of responders are youthful, active,
and begin their careers in the IT industries at a young age.

2) Educational level

Figure 2
total number of participant

60

50

40

30

20

10
Post-Graduation

Other’s
Bachelor's Degree

Masters
Diploma

The education level of the research participants is shown in the following figure. 39% of
respondents have a bachelor's degree, followed by 33% of respondents with a postgraduate
degree. 14% of the working professionals in this survey holding master's degrees and 10%
are also diploma holders. This shows that women professionals with degrees ranging from
diplomas to bachelor's degrees participated in the poll, with professionals with bachelor's
degrees contributing the most

24
 3) Marital Status:

Figure 3

Marital Status

3%
20%
Single
42% Married
Married with children
Divorced
35%

Since this study project is focused on working women professionals, marital status is
the next important feature that identifies participants. The following graph shows that 42% of
all female employees were single, while 35% were married. Women employees who are
married and have children responded with 20% rate. Whereas 3% of female employees were
divorced.

25
 4) Purpose of employment

Figure 4

Reason for working

6%
30% To serve society
22%
passion
economic independence
support family financially

42%

According to the graph above, women employees strive primarily to achieve

economic independence, with financial support for their families ranking as their secondary
motivation. 42% of respondents said they work for financial independence, 30% said they do
it to support their families, 22% said it's their passion, and 6% said it's to benefit society. As
stated in the research goals, the work-life balance is impacted by the social and economic
climate of the nation. Women who are economically independent are socially and
economically useful because they are secure in their finances.

26
 5) Experience Level:

Figure 5
total number of participant

60

50

40

30

20

10 8-10 years

Above 10 years
2-5 years
0-2 years

5-8 years

The total number of years that women have worked professionally in their line of work is
an important factor to take into account. following figure indicates that 35% of respondents
have two to five years of experience, with experts with more than ten years of experience
providing the next highest response with 20%. Employees with 5-8 years of experience
answer with the third-highest response rate 17%, followed by respondents with 8-10 years of
experience 13%and professionals with 0–2 years of experience 15%. This suggests that a
woman's future life is mostly determined by the first two to five years of her profession.

27
 6) Total number of hours spent at work each day
total number of participant

60 Figure 6
50

40

30

20

10

Within 6 hours
More than 10

10-12 hours

8-10 hours

6-8 hours

7) Working in the office after the designated working hours

Figure 7
60
total number of participant

50 49

40

30 30 44949te
21
20

10
Sometimes
Yes

No

28
 According to the data, 23% of female employees work between 6 and 8 hours per
week, followed by 50% who work between 8 and 10 hours. 12% of workers put in beyond 10
hours. More women than men are observed to work in offices for 8 to 10 hours each day. The
data shows that 49% of respondents work occasionally outside their regular working hours,
whereas the proportions of respondents who either work or do not work after the designated
working hours are nearly equal at 30% and 21%, respectively. According to statistics, more
women work in offices for 8 to 10 hours each day, and occasionally they continue working
there much past the designated closing time. When they must work past the allotted time, that
is, staying in the office for at least eight hours and then continuing to work after they get
home, it is discovered that their work-life balance is negatively impacted. In order to maintain
their work-life balance, it is a challenge for them to work longer hours than typical or the
specified hour.
Does working long hours correspond to work-life balance? has been answered by the
analysis shown above. When working longer hours comes first, their quality-of-life activities
suffer

8) Working on weekends

Figure 8

Working on Weekends

25% 25%
Yes

No

Sometimes
50%

29
 According to the above figure 25% women said they work on weekends and 25% said
sometimes they work on weekends. Whereas 50% of women are saying sometimes they do
work on weekends which will definitely imbalance the whole work-life balance of women
working in IT sector.

9) Long Work Hours

60
total number of participant

Figure 9
50

40

30 44949te
20

10

Yes No I do not work

extra

Figure reveals that majority 60% of the respondents feel that working more hours than
the specified hours affect their work-life balance. And only 5% says that they do not work
after specified time of working. Women in India typically responsible for providing all of the
care for children and the elderly, and extended work hours make it difficult for them to
maintain a healthy work-life balance and have time for their personal interests.

30
 10) Distance travelled

Figure 10

Distance Travelled (in Kilometres)

Within 5 Km
7%
18%
6 - 15 Km

33% 16 - 30 Km

More than 30 Km
42%

The impact of long-distance travel on work-life balance is a particular issue that

women employees encounter. To investigate this in greater detail, the total distance travelled
was tallied. It was found that 42% of respondents travelled within 5 kilometres and 18%
travelled between 6 and 15 kilometres. 33% of them travel between 16 and 30 kilometres,
while 7% travel over 30 kilometres. The following graph shows that many respondents
believe that their commute to and from work and home interferes with their ability to
maintain a healthy work-life balance. Many of them travel more than 5 kilometres, and about
7% of them travel more than 30 kilometres. This characteristic shows that maintaining a good
work-life balance for women in a position requiring long distance travel can be difficult.

31
 11) Mode of transportation

Figure 11

Mode of Transportation

25%
30%
Public

Own

Office Transport
45%

Above figure shows that more women use their own vehicles as a transport with rate
45% whereas 30% women use office transport as a mode of transport and rest of the women
that is 25% use public transport which consumes lot of time and affect work-life balance of
women employees. Also, according to following graph 72% women said they are
experiencing imbalance in work-life balance due time consumed in travelling.

a) Is work-life balance impacted due to time consumed in travelling

total number of participant

100 Figure 12
80

60

40

20

Yes No

32
 12) Work-life balance influencing factors

Figure 13

FACTORS AFFECTING WORK LIFE BALANCE

WORK STRESS

10%
LONG DISTANCE TRAVEL
8% 30%
UNSUPPORTIVE WORK
ENVIRONMENT
15%
UNSUPPORTIVE FAMILY

DON’T FIND ANY

17% 20%
OTHERS

The questionnaire was made up of a number of questions to identify the variables that
affect work-life balance, and the results of the analysis showed that job stress and long-
distance travel were the main contributors, with responses of roughly 30% and 20%,
respectively. 10% of respondents choose the 'other' response option. Their effectiveness is
hindered by their unsupportive familial and workplace environments and are stimulants of
stress. This analysis responds to the research question regarding the difficulties women
working in the IT sectors have in establishing a work-life balance. The friction between job
and family life is a result of these issues. To determine how working long hours affects work-
life balance, more research was conducted

33
 13) Work-Life Balance initiatives

Figure 14

Work-Life Balance initiatives

15% work from home

25%
5% hybrid work space
job sharing
10%
time off
child care facilities
25%
20% Break in career

According to survey results on work-life initiatives offered by the firm, 25% of

respondents reported using hybrid workspaces, and 25% said they preferred working from
home. Time off and job sharing were cited by 10% and 20% of respondents, respectively.
These are a few strategies the company can use to encourage work-life balance. Since
working from home gives women freedom, allows them to be with their families, and
requires no travel, it has been advocated as a solution to improve work-life balance. Work
from home, time off, job sharing, day care, and nurseries are a few of the adjustments that
must be made to improve work-life balance. The organisations must adopt a more flexible
attitude in this area and be open-minded.

34
 14) Work-Life Balance Awareness in the Organization

Figure 15

Work-Life Balance Awareness in the

Organization

46%
54% NO YES

According to 54% of respondents, there are no initiatives for work-life balance

available in their firm, while 46% were positive in their assessment, the above diagram
illustrates whether organisations have implemented initiatives for women employees. This
shows that there is still a long way to go before HR strategic initiatives for work-life balance
are adopted by the majority of firms. This is one of the adjustments that India needs to do in
order to improve work-life balance. The management's awareness of work-life balance is also
examined, and the results are as follows.

35
 Findings

Prior to recently, the idea of work-life balance was seen as a Western idea, especially
with regard to women. This is taken into account because, in the majority of civilizations,
including Indian culture, women are not seen as essential members of the labour force. When
it comes to gender-based socialisation, men's influence can be seen more in the adoption of
work-oriented roles, while women's impact can be seen more in the adoption of caring roles.
In contrast, women are now observed entering every field that is competitive, and this
development is attributed to a rise in women's literacy rates.

Due to recent organisational and technological advancements, academics and

companies are very worried about work-life balance in order to maintain a positive work
environment and a more productive workforce. The primary goal of this study is to present a
comprehensive picture of how Indian women working in the IT sector combine their personal
and professional lives. In conclusion, by implementing the suggested goals, this aim was
accomplished. A lot of ambitious women are moving to India to pursue professions in the IT
industry. One of the top locations for IT experts is Pune.

As shown in fig. 1 the majority of working women in India are between the ages of 20
and 29, demonstrating that the country has a sizable youth population that wants to work and
contribute positively to its economy. According to Mani's (2013) research, single women
were better able to contribute to the workplace than married women. The majority of
respondents in this survey were single, which serves as proof of this. Women of age group
between 30 and 39, responded at a rate of 27% which is moderate. Whereas most of them are
graduated with bachelor’s degree and also post-graduation rate is also high, which is 39%
women responded with bachelor’s degree and 335 women responded with post-graduation
degree as shown in fig. 2.

Another essential component needed by female professionals to achieve a balance

between their personal and professional lives is the role of their families. For working
professionals who are women, there is a significant relationship between demographic factors
and work-life balancing strategies. For female employees, there is a correlation between age,
years of experience, marital status, and work-life balance. As earlier said, single women were
better able to contribute to the workplace than married women. The majority of respondents
in this survey were single. Married woman comes up with the responsibility of family and

36
children. As in India woman is generally responsible to provide all the care to the children as
well as to the whole family. That’s why fig. 3 shows that there are less women married with
children are working in IT sector. 42% women were single and married women responded
with rate 20%.

The goal of achieving gender equality around the world has placed the empowerment
of women economically at its centre. Expanding women's capacity to make meaningful
decisions about their lives by ensuring their full and equal involvement in all aspects of
society is a key component of achieving economic independence. It focuses on recognising
the value of women's work, both paid and unpaid, on a social and economic level. Fig. 4
indicates 42% of women said they work for economic independence. Also, there are some
women work to support family financially and some go to the work to carry forward their
passion. Fig. 5 indicate how many years of experience respondent have. Again, more youths
are involved and working, women with experience of 2-5 years are seen more.

It would be advantageous for individuals to achieve their desired work-life balance by

rebalancing their work and personal lives if the working hours were fixed or if they worked
their designated working hours together with the availability of more work from home
options. The research question "Does working long hours can disturb work life balance?"
which had a response suggesting that women have more difficulties juggling work and
family. Working more hours has impacted their family life and well-being. The information
presented above indicates that better HR policies are required to improve work-life balance.
Fig 6,7,8,9 shows how working women are struggling with long working hours, working on
weekends, working after specified working hours.

Fig. 10 indicate another factor that women are struggling with is distance they have to
travel daily from their home to workplace, long commute times following a busy workday
raise stress levels and, eventually, reduce an employee's overall performance. Children suffer
the most in households where both parents are employed since they only get to see their
parents on the weekends, which is simply insufficient. Most individuals want to stay home on
weekends after a week of exhausting travel, which leads to boredom and unhappiness in life.
Fig 12 says 70% women says their work life balance get affected by time taken for travelling
from home to workplace.

Around the world, people arrive to work using a number of forms of transportation,
including intercity buses, vans, trains, ride-sharing services, and personal vehicles. According

37
to a research, traffic congestion makes up so much of the commute that by the time people
get to work, they are weary. Their performance is therefore impacted by this. Today, the
majority of businesses offer staff transportation to their employees. It offers various
advantages, including greater work-life balance and increased employee productivity.
Therefore, it is essential to make sure that the dedicated shuttle services are planned out and
properly put into practise. Fig 11 shows 45% women travel on their own which can increase
stress among them and lower their productivity. Fig 12 shows that 70% women said their
work-life balance get impacted by the travelling between home and workplace.

Fig. 13 shows there are many factors which affect work-life balance of women
employee. Factors include work stress, long distance travel, unsupportive work environment,
unsupportive family. The goal of work-life balance is to strike a balance between personal
and professional pressures. In Indian society, finding a healthy balance between one's
personal and professional lives has become crucial. Employees experience despair, stress,
burnout, and overall psychological strain due to the conflict between their job and personal
lives. Long working hours, difficult working conditions, and a lack of manager support can
all lead to a discord between work and life. Contradictions between work and family have a
greater impact on job-related outcomes than on family-related outcomes. Because of the
mismatch between work and life, employees experience sadness and overwhelm. To maintain
balance, organisations should make the working environment appealing and adaptable. It is
important to strike a balance between the daily pressures of family, friends, and oneself and
the stress at work. An important problem in Indian society today is finding a balance between
one's personal and professional lives. Employees experience psychological stress from work-
life conflict as well as sadness and burnout related to family. Work-life balance can become
unbalanced as a result of a stressful work environment, a lack of manager support, and
lengthy hours. The conflict between work and family has a bigger impact on professional
outcomes than on family outcomes. Workers who have a work-life balance that is out of
balance experience despair and overwhelm. To maintain balance, businesses should make
their workplaces appealing and adaptable. Fig 13 indicated most of the women said their
work-life balance get disturbed due to work stress.

Fig 14 shows work-life balance initiatives offered by organization, which include

work from home, hybrid work space, job sharing, time off, child care facilities, break in
career. A successful business is built on a healthy work-life balance. Employees tend to be

38
more productive for the company when they are content and motivated. Therefore, the work-
life balance of employees benefits both businesses and employees.

The foundation of any successful business is a healthy work-life balance. When

workers are motivated and content, the business usually benefits from higher productivity.
The employees' ability to combine their professional and personal lives is therefore
advantageous to both businesses and employees. Fig 15 shows how many organizations has
any kind of awareness present regarding work-life balance. More than 50% women said there
is work-life balance awareness present in their organization. 46% women responded no
awareness present in their organization

Pandu and Shankar (2018) found a favourable correlation between work-life balance
and job satisfaction. It's also true that the group has to do more to empower and assist
women. Does the organisation offer or adhere to good levels of work-life balance, as per the
research question? It is likely that employee satisfaction is low and might be enhanced by
establishing more work-life balance given that the majority of women employed in the IT
business are dissatisfied.

The majority of IT workers are unsatisfied, which indicates a low level of employee
satisfaction that might be increased by promoting better work-life balance. The dual-earner
household, which includes both men and women, must work to support the family financially
due to changing family arrangements and the nation's biggest economic burden,
unemployment. An organisational philosophy that continuously employs particular
techniques to provide a supportive work environment promotes work-life balance. Figure
shows that work from home is the organization's primary strategy for attaining work-life
balance. Job sharing, flexible work schedules, and on-site child care are just a few of the
work-life programmes and benefits that the majority of businesses provide. These benefits are
largely provided to reduce the stress that comes with multitasking. The majority of
businesses, however, do not have enough work-life balance programmes, according to the
data.

39
 Suggestions/Recommendation

My recommendation is to create a reasonable timetable rather than strive for the

perfect one. On certain days, you could devote a greater amount of time to your work, but on
other days, you might have more time and energy to pursue interests or spend time with loved
ones. Balance is established over time, not every day. Although most people are expected to
work, your employment shouldn't restrict you. Simply stated, if you detest what you do, you
cannot be happy. It's not necessary for your job to be flawless, but it should be intriguing
enough to make you look forward to going to work each morning. Working under a toxic
boss, in a hazardous environment, or in a position you don't particularly love are all
possibilities. If so, you should start looking for a new job. Your primary priority should be to
take care of your general physical, emotional, and mental wellness. Fit therapy appointments
into your calendar if you experience anxiety or sadness and think it might be beneficial for
you, even if it means foregoing an evening spin class. When you're feeling under the weather
and have a chronic condition, don't be scared to call in sick. You can't improve if you
overwork yourself, which may force you to take more days off in the future.

You may prioritise your health without engaging in excessive or dramatic behaviour, and
you'll be happier and more effective at work as a result. Perhaps regular exercise or
meditation will suffice. By sometimes disconnecting links with the outer world, we may
reduce our weekly stress and make way for fresh ideas and thoughts. Unplugging may be as
easy as practising transit meditation during your daily commute rather than reading work
emails.

Set boundaries for yourself and your co-workers to avoid burnout. As you leave the
office, try not to worry about upcoming tasks or reply to work emails. Consider purchasing a
second phone or computer for your place of employment so you may switch it off after your
shift is finished. If it isn't practicable, use distinct browsers, emails, or filters for your work
and personal platforms. You may make your objectives reachable by utilising time-
management strategies, reviewing your to-do list, and removing items that are of little or no
value. Pay attention to your peak productivity times at work and set aside that time for
projects that are most important to your career. Stay away from checking your phone and
email all the time because they are major time wasters that disrupt your concentration and
productivity. By planning your day, you may increase your productivity at work and have

40
extra time after work to relax. Flexibility can benefit employers as well as employee in the
long run, according to recent research, which found that during the past seven years, many
employers have given employees more freedom with their schedules and places of
employment. "As we look to the future, it is evident that businesses must find methods to
provide flexible work options in order to remain competitive and if they want to recruit and
retain top talent,"

Work-from-home tactics have been increasingly significant throughout the COVID-

19 period. One has more time to build their core abilities when working from home. The term
"work-life balance" refers to a harmonious balance between work and personal life. Many
remote positions also provide flexible schedules that let workers start and end their days
whenever they please as long as their task is completed and yields beneficial outcomes.
Having control over your work schedule may be quite beneficial for meeting your personal
needs. It is easier to handle other obligations when working from home, such as picking up
the kids from school, running errands, attending an early morning online workout class, etc.
A time waster Traveling to and from work may be challenging, and commuting is one
of the difficulties. Daily journeys that take more than 30 minutes one way are associated with
an increase in stress and anxiety. One of the many notable benefits of telecommuting is
having access to a greater range of job alternatives that are not location-based. Remote
employment helps businesses to embrace diversity and inclusion by recruiting employees
with a range of socioeconomic, regional, and cultural origins and opinions. When recruitment
is restricted to a certain area that not everyone wants to live near or can afford, it may be
challenging to do this. A variety of sustainability initiatives, such as those tackling climate
change, sustainable cities, economic development, and decreased inequality, are aided by
remote work.

To better prepare for the hybrid workplace, employers everywhere are actively
reviewing their rules and altering their operations. In the midst of pandemic-related concerns,
switching to a hybrid work paradigm would be the best course of action because there are so
many alternatives for customising and developing a model that works for your firm. Many
individuals think that the greatest elements of both on-site and remote working may be found
in the hybrid workplace. This work environment helps to create an employee-centric
workplace culture, which may help organisations stand out from the competition by drawing
top talent.

41
 Make leave rules that are flexible. Recently, several businesses changed their leave
policies. Instead, than allocating specific numbers of days, they have combined sick and
vacation days into a wide category called PTO (paid time off). Flexible leave policies are a
real attempt to promote work-life balance that workers actually value since they don't feel
like they have to explain how they're utilising their time off.

Engage your neighbourhood. Whether you are all in one location or are spread out
across the country (or the world!), your employees really would like to feel like they
belong. Give your personnel the opportunity to engage with communities both physically
and online as a result. Consider volunteering at a food bank or supporting a local
organisation or event. Your team becomes stronger when you participate as a team with your
employees.

There is a widespread demand from employees for the right to balance work and
family life in today's hectic world when finding time for oneself seems unreachable. Without
a doubt, programmes for health and wellbeing may help working women balance their
personal and professional life. They are unable to address the imbalance problems on their
own, though. More study is required to help working women combine their career and
personal life since, according to the literature review, women confront a range of concerns
and obstacles. Women can only contribute to their families and the organisation if their
employers offer flexible working hours, transportation, housing, child care facilities, flexible
work arrangements/job sharing, reduced working hours, and work hours that are reasonable
for their families and the organisation. Women can only be a blessing at work if their families
and the organisation receive the proper care from them.

42
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VOLUME - AJANTA \ ]I.ISSUE . I\'- OCIOBLII - DECEIVII]L,TT _ 2I]18 -
ISSN 2277 - 5730 - IMPACT FACT0R - 5.5

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• P.K.Madhooha, “A Study on Work-Life Balance of Employees in Newspaper
Industry with Special Reference to Deccan Chronicle Holdings Limited,
Vijayawada”.
[ VOLUME 5 I ISSUE 4 I OCT.– DEC. 2018] E ISSN 2348 –1269, PRINT ISSN
2349-5138

• Anuradha Nayak, Mrinalini Pandey, “WORK-LIFE BALANCE AND

IMBALANCE: A CONCEPTUAL MODEL”
Vidyasagar University Journal of Commerce Vol. 20, 2015/ISSN 0973-5917

• P.C. Josmitha, Dr. Rupa Gunaseelan, “WORK LIFE BALANCE AND

INFORMATION TECHNOLOGY INDUSTRY IN BANGALORE WORK LIFE
BALANCE AND INFORMATION TECHNOLOGY INDUSTRY IN
BANGALORE”.
2018 IJCRT | Volume 6, Issue 1 March 2018 | ISSN: 2320-2882

• Pooja Jain, U. S. Rawat, “COVID-19 Lockdown and work life balance”

Jain and Rawat / Journal of Management Research and Analysis 2021;8(3):143–
146

• M. Halit YILDIRIM, Muhammet SAYGIN, Sevil YILDIRIM, “A RESEARCH

ABOUT EMPLOYEES' WORK-LIFE BALANCE AND PRESENTEEISM
TENDENCY”.
INTERNATIONAL JOURNAL OF SOCIAL SCIENCES AND HUMANITY
STUDIES Vol 5, No 2, 2013 ISSN: 1309-8063 (Online)

• Mr.S. JohnA 1 R.Rama kannan2 J.Raja Mani3, “WORK / LIFE BALANCE IN

CORPORATE SECTOR”.
Vol-1 Issue-1 2016 IJARIIE-ISSN(O)-2395-4396 International Conference on
"Innovative Management Practices” Organize by SVCET, Virudhunagar

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• DR. CHHAYA CHAVDA, ASHOK GAUR, “A Conceptual Study of Work Life
Balance Among Employees”.
Dr. Chhaya Chavda & Ashok Gaur / International Journal for Research in
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0901

• J. Sudha, Dr. P. Karthikeyan2, “WORK LIFE BALANCE OF WOMEN

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• NMIMS study material

• Research Methodology , C.R. Kothari

46
 Appendix

1) I consent to taking part in this survey and allowing the analysis to be done with the
information I supply.

YES

2) Which age group do you belong to?

1) 20-29
2) 30-39
3) 40-49
4) Above 50

3) please specify your highest qualification:

1) Diploma
2) Bachelor’s Degree
3) Masters
4) Post Graduation
5) Others

4) please specify your marital status:

1) Single
2) Married
3) Married with Children
4) Divorced

5) why do you go for work?

1) To Serve the Society
2) Passion
3) Economic Independence
4) Support Family Financially

47
6) Please state your year of experience:
1) 0-2 years
2) 2-5 years
3) 5-8 years
4) 8-10 years
5) Above 10 years

7) Please specify the total number of hours you spend working each day?
1) Within 6 Hours
2) 6-8 Hours
3) 8-10 Hours
4) 10-12 Hours
5) More than 10

8) do you perform office work after reaching home/ after working hours?
1) Yes
2) No
3) Sometimes

9) do you work on weekends?

1) Yes
2) No
3) Sometimes

10) Does working more than specific hours affect your work-life balance?
1) Yes
2) No
3) I do not work extra

11) Please specify the distance between your home and work location
1) With in 5 Km
2) 6-15 Km
3) 16-30 Km
4) More than 30 Km

48
12) What is your mode of transportation to work?
1) Public
2) Own
3) Office Transportation

13) Is your work-life balance impacted by the travelling time between your home and
workplace?
1) Yes
2) No

14) What, in your opinion, makes it more difficult to maintain a healthy work-life
balance?
1) Work Stress
2) Long Distance Travel
3) Unsupportive Work Environment
4) Unsupportive Family
5) Others
6) Don’t find any

15) Which work-life initiatives are offered by your company

1) Work from home

2) Hybrid work space

3) Job sharing

4) Time Off

5) Child care facilities

6) Break in career

49
16) Do you think there is any work-life balance awareness present in your organization
1) Yes
2) No

17) What suggestions would you like to give to your organization to improve the work-
life balance of female employees.

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