QTM

Topic: ISSUES OF WORK-LIFE BALANCE FOR FEMALE

Submit By: Kashif Saleem, M Umar Dar, Anam Amin

Submit To: Ms.Anam Amin
Chapter 2
Literature Review
Theory of the study
Introduction of variables
Relationship among variable
Theoretical framework
Hypothesis
Literature Review:-
A literature review comprises of past empirical studies, theories and models related to the research

topic. This section will help to understand the previous work done on the research topic. Literature

review formulates the foundation of previous developed theories.

Shahzad, et al. (2011) found Job Stress and Work-Life Policies as strong determinants of Turnover

Intentions of call center employees in Pakistan. The variables selected in this study were work life

policies, turnover intention and job stress. They used turnover intention as dependent variable and

job stress and work life policies as independent variables. In this study secondary research had

been taken and data collected from Customer Service Representatives in Pakistani call centers. In

this study, job stress was described in the following ways i.e. Job stress comes from the

discrepancies among job demand, abilities of workers, resources and capabilities. There are

numerous causes of stress. One of the common beliefs on the existence of workplace stress among

the employees depends on job characteristics and the individual perceptions. This research

concluded that work life policies had negative and adverse relationship with turnover intention Commented [HB1]: This is a bit unclear do you mean
worklife policies led to lower turnover?
while job stress shown a positive association with turnover intention. Job stress badly affects the

employees and they leave the organization more quickly. This study suggested that job stress was Commented [HB2]: Include refs

reduced through job restructure and alteration in management drivers.

According to research work by Ahmad and Masood (2011) titled Work Family Conflict among

Women University Teachers: A Case from Pakistan, the researchers had focused primarily on the

relationship between work-family conflict, job satisfaction, and turnover intention. Studies had

confirmed that higher the employees were stressed during job, higher is their dissatisfaction from

the job (lower level of job satisfaction). This study aimed to contribute understanding of the stress

related factors in the working environment of both public and private sector of Pakistan that have
a strong impact on the employees productivity and commitment towards the success of the

organization they are working for. Researcher said that both level of job satisfaction and stress of Commented [HB3]: Which reserchers, include refs again.

the employee had an inverse relationship. Job stress and job satisfaction also had a strong impact Commented [HB4]: Again be clearer these results could
be misinterpreted.
on the overall commitment of the employees towards the organizational goals. One of the main

reasons for this may be ambiguity and conflict of the job role that negatively affected the

organizational commitment. Commented [HB5]: Is this you saying this or what the
researchers argued?
Theory of Study:-

Rehman and Waheed (2012) investigated the relationship between work and family conflict with

organizational commitment of faculty members in universities of Pakistan. Research design was

mainly related to data collection and data analysis. In this study, data was collected and analyzed Commented [HB6]: This doesnt make sense.

by quantitative technique. In this research used random sampling technique for the selection of

private and public universities of Pakistan. The regression and correlation analysis were applied

to find the association between work family conflict and organizational commitment. Empirical Commented [HB7]: You only need this sort of stuff if it is
directly related to what you are doing, otherwise just say
they did quantitative research and found ..
results showed that work family conflict negatively affects the organizational commitment. In

Pakistani private and public universities, married women employees faced work family conflict

highly as compared to the single status employees. This study suggested that management and

administration of private and public sector universities needs to reduce workload on employees.

When work load reduced and job redesigned then organizational commitment enhanced in

employees. Commented [HB8]:

Commented [HB9]: This isnt directly about worklife
Anwar and Shahzad (2011) determined the relationship of work life conflict and job performance balance.

in Pakistan. In this study data was collected and analyzed using quantitative techniques. This Commented [HB10]: Determined??? Do you mean
looked at?
research used random sampling technique for the selection of universities, private bank and public

sector departments. The regression and correlation analysis were applied to determine the
association between work life conflict and employees job performance. Empirical results showed Commented [HB11]: Again you dont need this much on
methods for each piece of literature.
that work life conflict had insignificant and negative relation with organizational commitment.

This study suggested that work life conflict reduced through the redesign and manages the work

life. The work life conflict had not impact on the employee performance but to do influence on Commented [HB12]: clarify

employees turnovers. Lower job stress positively affects job satisfaction of employees. Commented [HB13]: Reword

Aslam, Shumaila, Azhar and Sadaqat (2011) revealed around the turnover intention and work

family conflict. They collected and analyzed using quantitative techniques. This research used Commented [HB14]: Clarify

Random sampling technique for the selection of private and public sector. The descriptive and

regression analysis were applied to determine relationship between work family conflict, family

work conflict and turnover intentions of employees. Empirical results showed that family work

conflict and work life conflict had significant relation with organizational commitment, job

satisfaction and organizational citizenship. The authors concluded that employees cannot continue

and maintain their job if the work family conflict was raised. Commented [HB15]: I think you could expand a bit on
this, this suggest that people left their jobs if there was any
worklife conflict, is this what you mean?
Chughati and Perveen (2013) studied employees workload and job satisfaction.In this study data

was collected and analyzed by quantitative technique. In this research work information was

gathered through questionnaires. This research used random sampling technique for the selection

of private and public schools. The descriptive and regression analysis was applied to determine

relationship between job satisfaction and employees workload. Empericial results showed that

workload had significant relationship with job satisfaction. It also found that public sector school Commented [HB16]: You are always quite vague with
these statements, what exactly did the authors argue?
employees were more satisfied with their working hours as compared to private sector employees.

Government sector employees were satisfied with their job due to the benefits and awards. Public

and private sector environment varies in many respects like the working environment, job security,

compensation plans, benefits and awards, work timings etc.

In this study it was suggested that pay scale, grade scale, benefits and awards, working time and

compensation plans must be revised regularly in private and public sector. Commented [HB17]: Is this about job satisfaction rather
than work/life balance?
Kossek et al. (2011) investigated the relationship of work family conflict and workplace social

support. Work social support includes the supervisor support, work family support, organizational

support. Results showed that supervisor and organizational support had significant relation with

work family conflict. Commented [HB18]: In what way???

Introduction of Variable:-

The impact of work life balance and desired work hour adjustment on employee wellbeing. Commented [HB19]: If this is a direct quote you need a
full reference with page numbers.
The variables selected in this study were work to life ,life to work conflicts and work hour

adjustment. Work life family conflict arise when personal life and work disturb. When Commented [HB20]: reword

employee had less time but they need to do a lot of work. This study data collected and

analyzed by quantitative technique. In this research work information was gathered through

questionnaire. This research used non-probability convenience sampling technique for the

selection of banks. The descriptive and regression analysis were applied to determine the

relationship between work life balance and desired working hours. Empericial results showed

that in the banking sector of Pakistan long working hours was a normal thing. Long work

hours created significant job stress for the employees.

Relationship among variable:-

Theoretical Framework:- .

The job involvement expressed in following terms i.e. job satisfaction, burnout and stress, work-

family conflicts, family obligations and job productivity. In this study it was found that dependent Commented [HB21]: Expand

variable job productivity did not correlated with independent variables Job satisfaction, burnout

and stress, work-family conflicts and family obligations. In this study it was suggested that
organization need to provide day care center to employees children, flexible working hours,

working environment free from stress, compensation and benefits should be provided to their

employees. Commented [HB22]: Be careful about how you word

things. You need to be clearer about the key arguments.
Hypothesis:-
 QTM
Topic: ISSUES OF WORK-LIFE BALANCE FOR FEMALE

Submit By: Kashif Saleem, M Umar Dar, Anam Amin

Submit To: Ms.Anam Amin
Chapter 3
Methodology
Research Design
Target Population
Sampling
Data Collection Method
Developing of Questionnaire
Administration of Questionnaire
Data Analysis Techniques
Reliability
Hypothesis Testing
Methodology:-
The research methodology is qualitative in nature, which helps to gain better understanding of
participants lived experiences (Goulding, 2005). Previous research on work-life balance of
female university teachers in Pakistan are only quantitative in nature. This research is based upon
a sample of 18 female teachers, who are employed by University A but are based at different
campuses in different cities of Pakistan. The sample represents a good mix in respect of age,
qualification, seniority, marital status, social and financial responsibilities, family background
and location (urban/ rural) etc. The sample was contacted through their respective HR
departments by clearly stating about above-mentioned sample requirements. Data has been Commented [HB23]: You need to refer to a data
collection through face-to-face audio recorded semi-structured interviews have been conducted collection method, so look at how other people have
explained this sort of method in their research (i.e. looking
both in Urdu and English languages depending upon the convenience of the participants, as for people with certain characteristics).
Easterby-Smith et al (1991) and Healey (1991) argued that the interview is suitable method for
the collection of data when there are large number of open ended and complex questions. The
duration of interview has remained about 30-60 minutes. Then textual data has been used for the
analysis in this study. Thematic Analysis approach has been used for the analysis qualitative data
using NVivo Software. Many techniques have been used for the validation of different themes of Commented [HB24]: What is textual data and are you
the study i.e., Coding Nodes, Word Tree, Word Tag Clouds, Tree Map and Metrics Coding using this or thematic analysis? It is not clear.

Table. Commented [HB25]: You cant just have a list like this.
Which ones did you use, explain them and how you used
them.

Research Design:-
This study is qualitative in nature and a single exploratory case study approach has been used.
Case study approach is suitable when the purpose of the study is to dig out the reality through in- Commented [HB26]: Careful about using words like
depth analysis of individual, group, even or country. The purpose of this study was to explore the reality.

issues of work-life balance of the university teachers in Pakistan. Therefore, for finding the issues
of work-life balance, the study has employed case study approach. Commented [HB27]: reword

Target Population:-
The classification of respondents shows different age group, number of dependants, work
experience and working hours per week.

Sampling:-
The unit of analysis in this study is individual teachers who have the issues of work-life balance Commented [HB28]: So how do you know people have
in University A (A degree awarding institute/university in Pakistan). issues of work life balance.
Data Collection Method:-
Semi-structured interviews have been conducted for the collection of data from different university
teachers. The study has used non-random sampling technique which is suitable when we conduct Commented [HB29]: So you havent used radom
qualitative research for the in-depth analysis. The in-depth interviews that lasted from 30-60 sampling what kind of sampling have you used then?

minutes maximum were conducted to document the response of the respondents. The total size of
the sample was 18 university teachers.

Development of Questionnaire:-

Administration of Questionnaire:-

Data Analysis Techniques:-

For the first technique of coding and thematic analysis different themes have been identified after
reading data line by line.

The second technique used in this study is Word Tree that is an important technique to identify the
themes out of different talks of the respondents. Word tree provide us an opportunity to find the Commented [HB30]: reword
themes using the textual data after reading all comments by different respondents in the study.

The third technique used in this study is Word Tag Cloud that is an effective technique of
qualitative data analysis where we use funneling approach to move from general to specific or
from a broad area to a key area. Word Tag Clouds shows different words in different sizes. The
size of each word shows the frequency of the word used in the textual data of the study. The big
size of the word shows more frequency while the small size shows the less frequency of the specific
word. Commented [HB31]: careful about the english

The fourth technique used in this study is Tree Map. The function of tree map is to show the extent

or significance of each factor. The size of each region shows the strength. Those factors are more

critical or less significant which are faclling in big region and those factors are less critical or less

signficant which are fallling in small region. Commented [HB32]: careful about the english

Reliability:-

Job experience is an important demographic indicator because the purpose of study was to explore

the issues of work-life balance. Therefore, to differentiate different age group bar chart has been
used. Figure 3.3 shows bar chart to differentiate different age groups of the respondents. Most of Commented [HB33]: Unclear

the respondents were from 26-30 years of age group. There are 7 respondents who are aged

between 26-30 years. Only one respondent is aged between 41-45 years while 2 respondents are

aged between 36-40 years and 3 respondents aged between 31-35 years. There are five respondents

between 20-25 years of age.

Hypothesis Testing:-
Respondent Age Number of Work Experience Working Hours Per
Dependants Week
R1 20-25 0-2 1-5 45-50Hours
R2 31-35 3-5 6-10 40-45Hours
R3 31-35 0-2 1- 45-50Hours
R4 26-30 3-5 1-5 40-45Hours
R5 20-25 3-5 1-5 45-50Hours
R6 36-40 3-5 11-15 30-35Hours
R7 41-45 3-5 11-15 40-45Hours
R8 31-35 3-5 6-10 40-45Hours
R9 26-30 0-2 6-10 40-45Hours
R10 20-25 3-5 1-5 40-45Hours
R11 26-30 3-5 1-5 45-50Hours
R12 26-30 3-5 1-5 40-45Hours
R13 26-30 0-2 1-5 40-45Hours
R14 26-30 0-2 1-5 40-45Hours
R15 20-25 0-2 1-5 40-45Hours
R16 20-25 0-2 1-5 40-45Hours
R17 26-30 0-2 1-5 45-50Hours
R18 36-40 3-5 16-20 45-50Hours