years (Deery, 2008) but less attention, however, has been given to find the reality of work-life balancesatisfaction in the higher educational sector (Doherty & Manfredi, 2006; Mohd Noor & Amat, 2010;Mohd Noor, Stanton & Young, 2009). Nevertheless, we need to understand the definition underlyingwork-life balance concepts. Defining the concept of WLB is a complex task, as it can be viewed fromthe meaning of ‘work’, ‘life’ and ‘balance’ (Deery, 2008). Dundas (2008) argues that work-life balanceis about effectively managing the juggling act between paid work and all other activities that areimportant to people such as family, community activities, voluntary work, personal development andleisure and recreation. Greenhaus, Collins and Shaw (2003) define work-life balance as the extent towhich an individual is equally engaged in – and equally satisfied with – his or her work role and familyrole. Thus, employees who experience high work-life balance are those who exhibit similar investmentof time and commitment, to work and non-work domains (Virick, Lily & Casper, 2007). Numerousstudies have been done on searching the association between work-life balance and attitudinal joboutcomes such as job satisfaction and organizational commitment (see Doherty and Manfredi 2006;Kinnie, Hutchinson, Purcell, Rayton and Swart 2005; Scholarios & Marks, 2004; Virick, Lily & Casper,2007; Youngcourt, 2005; Zin, 2006). For instance, Virick et al. (2007)’s study on layoff survivors in ahigh tech company found that work-life balance is positively related to job satisfaction. Howard,Donofrio and Boles (2004) in a study among police personnel concluded that work-family conflictwhich reflects work-life balance issue is significantly related to satisfaction with job. In a study of thelinks between employees satisfaction with HR practices and their affective commitment to theorganisation, Kinnie et al. (2005) found that work-life balance are associated with the organisationalcommitment of all employee groups. Furthermore, the authors found that there is some evidence thatcompany efforts to help employees achieve a balance between work and home life is linked to thecommitment of all groups of employees. The extant literature on the subject of work-life balance tendsto make numbers of assumptions and one of those is that improving an organization’s work-life balanceleads not only to greater productivity but to greater company loyalty and low level of intent to leave theorganization (Moore, 2007). Noor and Maad (2008) in their study among marketing executives foundthat work-life conflict have a significant positive relationship with turnover intentions.
Objective of the paper:
The main objective of the paper is to analyze the impact of work-life balance of the academics of higher education institutions of Golaghat district of Assam.