Impact of Work Life Balance on Performance of Female Faculty of Bahria

University, Karachi Campus

Name: Hira Yaqoob

Registration No: 28726

FALL 2016

Bahria University Karachi Campus

 TABLE OF CONTENTS

Sr. No Topics Page No.

1 Introduction

2 Problem Background and Aim of Study

3 Literature Review

4 Research Method

5 Time Horizon

6 Conclusion

7 Recommendations

8 Organization of Thesis

9 Timeline

10 References

2
1. Introduction

Work–life balance as defined by Kundani and Mehta, 2015 is:

“. . . . . is the ability to manage balance between work and personal life and to stay

productive and competitive at work while maintaining a happy, healthy home life with

sufficient leisure, despite having work pressure and endless activities which require

your time and attention”

It is a concept including proper prioritizing between ‘work’ (career and ambition) and

‘lifestyle’ (health, pleasure, leisure, family and spiritual development/meditation).

Work-life balance is a concept that supports the efforts of employees to split their

time and energy between work and the other important aspects of their lives. Work-

life balance is a daily effort to make time for family, friends, community participation,

spirituality, personal growth, self-care, and other personal activities, in addition to the

demands of the workplace. The pursuit of work-life balance reduces the stress

employees experience. When they spend most of their days on work-related activities

and feel as if they are neglecting the other important components of their lives, stress

and unhappiness results as explained by Devi and Kanthisree, 2013.

Work

Community Family

Self Friends

3
 Work-life balance signifies the extent to which an employee experiences

feeling fulfilled and having his or her needs met in both work and non-work facets of

life. Through experiencing greater work-life balance, individuals report feeling better

in general (e.g., greater job and life satisfaction) and tend to behave in favorable ways

(e.g., lower turnover and absenteeism). Work-life balance enables employees to feel

as if they are paying attention to all the important aspects of their lives. Because many

employees experience a personal, professional, and monetary need to achieve, work-

life balance is challenging. Employers can assist employees to experience work-life

balance by offering such opportunities flexible working hours, maternity leaves, on

site child day care, and company-sponsored family events and activities. . However,

offering these benefits is not enough. The organization and management must stand

behind its promotion of healthy work-life balance for employees by creating a culture

as such and designing policies that support this initiative.

In competitive environment, people are forced to work harder in order to

achieve success. When people spend too many hours working, they get less time for

families, society and themselves as well. This not necessarily indicates an incremental

growth and development because it can lead to health problems (Poulose and

Sudarsan, 2014) as well as the disruption in families and personal relationships.

Managers play important role to the employees seeking work-life balance. Managers

who pursue work-life balance in their own lives, appreciate and support employees in

their pursuit of work-life balance. They create a work environment in which work-life

balance is expected, enabled, and supported. They retain outstanding employees to

whom work-life balance is important like working parents.

4
 Introduction to organization:

Organization which I have chosen for my research is Bahria University Karachi

Campus. Bahria University (BU) is a Federally Chartered Public Sector University

which was established on 7th February 2000 through a Presidential Ordinance. The

university is widely recognized for preparing professionals, some to assume roles of

future leaders and some to become good executives/managers through development of

their physical, mental, moral and professional competence. The enrollment of students

has crossed 11,000 in the three campuses located in Islamabad, Karachi and Lahore.

2. Problem Background and Aim of Study

In Pakistan, female participation ratio has increased significantly in the last fifteen

years Akbar, Gul, and Jan, 2012. According to (Awan, Malik and Saif, 2011) well

managed workforce is one of the major factors which contributes to the success of

organization in terms of profits etc. So, the human resource should be taken care of. In

the era of organizational restructuring it is important for the organizations to take care

of their efficient employees. It is evident that the organizations which take care of

their employees by providing them work life balance facilities generally have a

greater number of satisfied employees hence have greater retention ratio and

commitment towards organization. Businesses are facing increasing demands to raise

efficiency and becoming more responsive to customers and employees. No longer is it

just a matter of rewards, pay, incentives and promotional prospects; job seekers are

increasingly making employment decisions on how well their current workplace can

support a balance between personal lives and paid occupation. Pakistan is no more

exception in this regard. Karachi as a hub is being considered as very busy and fast

moving city and the work load and pressure and long working hours affects the level

of employee job satisfaction and their commitment to the organization (Bhutto,

5
 Cheema, Shujat 2011). So, the study focuses on the finding the factors affecting work

life balance especially female faculty teaching at Bahria University.

2.1 Problem Statement

“What is the impact of work life balance on the performance of female faculty”

2.2 Research Objectives

Objective of this study is to examine the impact of work life balance on performance

of female teachers at Bahria University. Also, to identify which factors of work life

balance have more influence on employee job performance, job satisfaction and

organization commitment in education sector as whole and Bahria University Karachi

Campus specifically. This research can be helpful for the university to identify the

factors which influence the work-life balance of female faculty and the job

performance in the result. And to take measures to restore this balance.

Following are the main and broad objectives of the study:

 To study and examine the factors affecting work life balance in female faculty

of Bahria University Karachi Campus

 To suggest some measures to improve work life balance

 To analyze the benefits of work life balance

2.3 Research Question(s)/Hypotheses

Following are the suggested hypotheses:

H1: There is a direct impact of work life balance on performance of female teachers of

Bahria University Karachi Campus

H2: Work life conflict negatively impact on job performance

H3: Impact of long working hours on job performance

H4: Impact of work stress on job performance

H5: Impact of child day care facility on job performance

6
 H6: Impact of maternity leaves on job performance

H7: Organizational policies moderates the relationship between work life balance and

job performance

H8: There is relation between stress and work life balance

H9: There are many benefits of work life balance

2.4 Variables

Study is focused on the different variables. Job performance is the dependent variable.

The independent variable is work life balance including work stress, long working

hours, maternity leaves, conveyance and child day care facility.

2.5 Theoretical Framework

Work stress

Maternity Leaves

Conveyance WORK LIFE BALANCE

Child Day Care

Facility

Long Working
Hours

7
3. Literature Review

For systematic analysis and examination of the problem, the studies by the several

researchers have been reviewed and through their studies, highlighted that there is a

strong correlation between work life balance of working women and their

performance, if facilities are provided by the organization.

Work life balance – Organizational perspective

Literature shows that managers have valuable role in encouraging employees to

manage their work and life activities. Work life balance practices and initiatives can

be considered as strategic human management decision (Lazar and Osoian, 2010).

Strong relationship exists between work life balance and employee performance;

hence companies should make policies and programs for employees on work life

balance. Managers can apply different roles of leadership to manage employees work

life balance and provide success to the company. According to Burnett, Cooper,

Gatnell and Sparrow, 2010 this extant belief amongst certain influential senior male

managers that fathers do not then need family-friendly, flexible working condition is

worrying because it results in institutional failures to recognize and reflect wider

changing needs and attitudes regarding childcare and family life. The level of

employees' job satisfaction increases by many factors and when employees are

satisfied with their work, they feel motivated. The demand of employees work life

balance is increased by change in trends in the business such as change in

organizations structure, diversity of work force and female employees working in

organizations. Organizations should provide work life balance facilities to their

employees so that employees can perform their duties effectively and leads

organization to the success. Recent studies have shown that people want to have more

control over their work and accord more meaning to their non-work life. As a result,

8
says Chalofsky (2003), the best employers are not great because of their perks and

benefits, but because of their perks and benefits, but because of their organizational

cultures and policies that promote meaningful work and a nurturing, supportive

workplace. One of the authors has suggested that the most significant factor to

influence work-life balance was feeling about work. Thus, increase in commitment,

turnover intention and satisfaction help in achieving better work-life balance. Positive

relationships were found between absence from work and work-life balance and

family dependent and work-life balance. These developments strengthen the search of

companies for better ways of accommodating some of the expectations of the

employees regarding the combination of family and professional lives so balancing

work and life is an important management issue Budhapriya, 2005.

It is pertinent to note that female employees bear the heaviest consequences of

the need to combine work and family roles (Adisa et al., 2014), even though the issue

of work family balance affects both genders. Women are engaged in paid employment

for different reasons. Some work to augment their family’s financial means, whereas

others work to actualize the self-fulfillment and self-independence that paid

employment usually brings. However, this creates some level of intrusiveness into

some women’s domestic responsibilities. One of the researchers while examining the

impact of rewards and recognition on job satisfaction and motivation of in a sample of

Pakistani sample employees defines employee work satisfaction (job satisfaction) as a

pleasurable positive emotional state as a result of work appraisal from one’s job

experiences (Danish & Usman, 2010). In another study conducted in a Pakistani

sample the term job satisfaction is defined as an overall feeling about one’s job or

career in terms of specific facets of the job or career (Nadeem, & Abbas, 2009).

Work life balance for female teachers

9
As discussed by Dr. Anu radha, 2016 the teaching faculty members are the facilitators

for knowledge and skill through interactive learning methods in management

education. Fast changing educational process in the present century has influenced the

role of teaching professionals, their responsibilities and teaching activities at

management institutes. As a result, they may face ―stress in their day to day life

through common work and non-work stressors, ultimately lowering down their

psychological wellbeing. Along with teaching, a faculty member has to perform

varied other duties such as doing administrative jobs, attending faculty meetings,

advising students, guiding project work, internship, summer placement of students,

conducting exams, doing assessment and undergoing faculty advancement schemes.

In present times, young teaching professionals are increasingly confronted with a

problem of conflict between work role and an equally demanding role at home. In

Pakistan majority of women are employed as teacher. As it is a conservative society

most of the people still consider teaching profession as most suitable for a female. But

it does not mean that this profession is free from job stressors. Power dynamics,

religious and cultural norms, lack of support, poor communication and ineffective

leadership are some of the barriers in superior performance. Singh (2010) explored on

the perception of work-life balance policies among the software professionals. The

major contribution of this study was to provide an approach for the management of

software organizations to assess the awareness levels of work-life polices and

measure their perceived importance. The variables employed by the author in the

study are not occupation specific and can be used to assess the WBL policies in other

occupation too. According to Makela, Mayerhofer and Suutari (2016) women who

live alone describe themselves as ideal employees, available for long working hours,

traveling and sometimes also to move from one location to another rather easily.

10
Thus, they saw their personal life situation as advancing their opportunities in

working life. Researchers have examined that most of the teachers feel stress with too

many work demands, working conditions and long working hours. Ample researches

were conducted on teachers Work life balance as it has been found that teaching is a

stressful profession (Rosser, 2004). Another most important reason for studying

teachers on the aspect of Work life balance is that, this is the profession that has

overwhelmingly female than in any other profession (Acker 1996). The multiple roles

played by women at work place and home with frustration and stress lead to work-life

imbalance. Winslow and Jacobs (2004) have found out the relationship between

faculty workload and their dissatisfaction. Furthermore, Rosner (2005) had targeted

two hundred three teachers and find out the impact of work-family confliction job

satisfaction, organizational commitment and organizational citizenship behavior

(OCB). He indicated that OCB was associated negatively to work-family conflict, and

positively to job satisfaction, workfamily culture and organizational commitment. The

study indicated that work-family culture predicts workfamily conflict, and that

various forms of work-family conflict predict OCB. The findings support the

importance for schools to promote a positive work-family culture. Ward and Wendel

(2006) explored the boundary between work and family at different types of

institutions from the viewpoint of women faculty who are on the tenure track (on

verge of promotion and who are mothers of young children. Such a view provides

insight into institutional disparity on academic life in general, and for any new female

faculty as mothers in particular.

Work life Balance – Marital aspect

Marital relationship, attitude, cooperation of husband and family members were

highly influencing factors which creates imbalance for working women. According to

11
Sigroha, 2014 various variables which affect the work life conflicts are number of

children, age of the children, and education of women and nature of work. These are

some of the findings which suggests that work life balance is not a single way

approach as it includes some of the different aspects also like responsibilities,

cooperation from family, working hours, work demands, flexibility in working hours

etc. these are some of the points which is considered by every working woman for

evaluating work life balance. Another author has discussed the nature of work and

family policies in Pakistan’s environment, particularly in Education Sector. There was

found a positive moderate relationship between job satisfaction and work-life balance

which suggested that universities should focus their efforts on formulating and

implementing work-life balance policies. The benefits of leisure on family life are

well understood: free time with one’s spouse is positively related to marital

satisfaction (Voorpostel, van der Lippe, and Gershuny 2009), family togetherness,

enhanced family function, improved communication, cohesion and a strong sense of

family (Shaw and Dawson 2001). Further, family leisure is valued by all parents and

differs from individual leisure (Shaw and Dawson 2001), as it is less intrinsically

motivated and often organized and facilitated by parents in order to consolidate family

solidarity. It is also evident that children value time spent with their parents. Pocock

and Clarke’s (2005) study of how parent’s jobs affect young people, found that

children consistently preferred more time with their parents rather than more money

from increased parental work. Duxbury and Higgins’ (2003) theoretical model of

work-life conflict identifies a number of strategies families may use in order to

moderate the negative implications of long work hours on the family. These include

working different hours, technology, having fewer children, delaying family and the

use of other family or individual coping mechanisms. While such strategies may

12
alleviate negative Work Life Balance, increased attention to the role of leisure may

provide a greater understanding behind the reasons families adopt such strategies.

Cultural values, beliefs, and norms influence the perception and experience of work

and family issues (Schein, 1984; Schwartz, 1999). Work-family conflict is defined as

‘a form of interrole conflict in which the role pressures from the work and family

domains are mutually incompatible in some respect’ (Greenhaus & Beutell, 1985).

More parent employee conflict is reported from women than men because women are

still supposed to be responsible for the child care. Women job related wellbeing is

negatively related with performance of family emotion work. Home to work conflict

and distress has stronger relationship among women in routine jobs. There has been

varying opinion about work life imbalance identified the problems caused by work-

life imbalance in life of the working women. With regard to parenting and paid work,

the literature on motherhood and employment indicates that it is usually mothers,

even if they are employed, who take the lead responsibility for direct, child-facing

care (Lewis et al., 2007; Maushart, 2002).

Organization policies regarding work life balance

Given the considerable influence of the absence of work life balance on employees

and organizations, initiatives aimed at supporting employees with WLB problems

have become more popular and commonplace in organizations (Cooke, Zeytinoglu &

Mann, 2009). WLB policies improve the autonomy of workers in coordinating and

integrating the work and nonwork areas of their lives (Felstead, Jewson, Phizacklea &

Walters, 2002).

Mayberry (2006) has identified over 100 variations of WLB policies. Amongst the

alternatives that organizations offer are on-site or subsidized child and/or elder care,

flexible working schedules, job sharing and employee assistance programs (Dalcos &

13
Daley, 2009; Hobsor et al., 2001). Although these alternatives vary considerably,

according to Dex (2004), most WLB policies fall into five categories: 1. flexitime

work schedules 2. flexiplace or telecommuting 3. job-sharing 4. part-time flexiplace

5. sabbaticals or career breaks.

Organizational Policies to cope up with work life conflict

Human resource professionals should consider four critical questions:

1) Does the company culture truly support work/life benefits?

2) Does the management philosophy, starting with senior management,

sincerely endorse work/life benefits?

3) Do managers and supervisors understand the impact work/life balance has

on their workforce; and

4) Are employees aware of and do they understand the company’s work/life

programs? If a company already offers work/life benefits, the next step may be to

repackage and recommunicate them so employees see how these benefits offer ways

to manage work/family conflict. In addition, developing a human resources strategy

that is clearly integrated with the company’s mission will demonstrate how committed

the organization is to employee needs. Strategies deduced from mothers working in

London:

Toyin in 2016 has conducted a research in which responses have been gathered from

working mothers. Respondents shared their experiences of work–family conflict and

the various coping methods that are available to them to reconcile the demands of

their professional and family lives. One respondent said: My work and family

demands are so enormous, sometimes very hard to bear; but thanks to different

programs my employer introduced in order to help working mothers to manage their

work demands and familial responsibilities. One of the programs allows me to switch

14
from full-time to part-time for as long as I have a child whose age does not exceed

five, we have a registered childcare center that is a stone’s throw from my work place,

I could take an extended maternity leave (in fact I was granted a six-month extended

leave during my last maternity leave), an emergency child care leave, and family

medical leave. I could also apply for reduced working hours which could stretch up to

a year after my maternity leave and I sometimes work from home for few days

(Respondent A, Sea Bank, London).

A human resources (HR) Director, who is also a married mother of three, gave a full

scale of the coping strategies that are available in her workplace: In an effort to help

working mothers balance their work and family lives and because of our past

experience with women finding it very difficult to combine work with parenting and

other familial responsibilities, the Bank came up with a long list of work–family

programs entitled: “Everything you need to make work and family really work – all in

one place”. The strategies include: emergency childcare incentives, backup adult and

elderly care, school holiday cover, webinars for parents, on site work family balance

expert counselling, nanny share, childcare search, and adult and eldercare search. All

of these programs were aimed at providing employees with better options on how to

manage their work and family demands (Respondent D, Ox Bank). HR Director said

that 83 per cent of the feedback about such programs came specifically from working

mothers and they expressed satisfaction about the programs. Infact, one of the other

members of staff at Ox Bank said: It could not be better, I think. The programs are

excellent, they enormously reduce my burdens and work–family hassles, they make

working and parenting a lot easier and better (Respondent X, Ox Bank). This view

represents most the respondents’ views about the effectiveness and advantages of the

various coping strategies available to them and how these have helped them function

15
well as professionals and as mothers. The respondents indicated that the various

coping measures and eliminate the distress of work–family demands.

Other researcher Buddhapriya, 2016 said Implementation of work-family programs is

often the first step in a company's development of programs to attract, retain, develop

and advance women, such programs are fundamental to women's retention and

upward mobility, especially in their prime childbearing years.

Among the work-family initiatives that can be implemented in companies are flexible

work arrangements, parental and other dependent care-related leaves, sick leave for

dependent care, adoption assistance, job sharing, working from home, flexible

spending accounts, child care centers, family day-care networks, emergency

childcare, pre-school programs, after school programs, training and support groups,

dependent care resource and referral, relocation assistance, and elder care programs.

Childcare responsibilities are a key factor contributing to women’s fragmented labor

force participation and a significant barrier to occupational mobility.

Men and women experience the demands of work and family differently as it is

generally women who assume greater responsibility for domestic and caring work

whilst participating in paid work (Gatrell, 2004).

When organizations are establishing work/life programs, it is important to consider

the purpose of the programs and whom they serve.

Work and stress

Rao, 2016: After joining the workplace, employees must learn to manage stress.

Usually people are excited about getting into their first employment but there are a

number of workplace challenges they must face including stress. Because of cut-

throat competition, companies are under pressure to deliver quality goods and services

16
to their clients and customers. This pressure is passed on to employees. Sometimes

employees voluntarily work extra hours to prove themselves and stay ahead of others.

Stress is classified into three types – personal stress, work-related stress and

organizational stress. When stress arises due to personal reasons it is known as

personal stress. When it arises due to high expectations in the workplace it is known

as work-related stress. Organizational stress arises due to organizational change,

uncertainty and complexity. Personal stress is the most challenging one, arising out of

health or family problems and commitments. Work-related stress often arises due to

lack of resources and the inability of the employees to execute their tasks effectively.

It arises due to demanding clients and customers, the inability to manage time

effectively, when roles are not clearly defined and demarcated leading to confusion

and due to setting unrealistic goals. Organizational stress arises due to wrong policies

of companies, sudden dismissal or retrenchment. Stress has both positive and negative

effects. People must differentiate between healthy pressure and toxic stress as healthy

pressure keeps you motivated while the toxic stress can be a disaster. Usually stress

has negative impact on individuals. In some cases, however it brings out the best in an

individual and unlocks their hidden potential. There are innumerable causes for stress.

Some people take on extra work as they need more money to support their family

members. Some undertake extra pressure to compete with others and to grow rapidly

in their career. At times, inefficiency may put employees in stressful situations. In this

case, they must learn the ropes of work quickly to avoid stress. Workplace conflicts

may also be a source of stress. Demanding bosses may also be the cause of stress

among employees. When employees do not have promotion prospects within the

company and cannot find alternative employment elsewhere, they work under stress.

When people pursue wrong careers due to financial needs they get stressed out

17
quickly. In some cases, people may not know how to choose the right career thus

landing in a wrong workplace. Those who have family problems and the divorced

individuals may also develop stress levels. When people give too much importance to

work they get terribly stressed out. In this regard, Bertrand Russell rightly noted,

“One of the symptoms of an approaching nervous breakdown is the belief that one’s

work is terribly important.” Hence, the causes for stress may be personal,

professional, and social pulls and pressures.

Benefits of work life balance

 Improved employee morale and commitment

 Increased ability to attract and recruit staff

 Time efficient as to counselling and consultation

 Potential for improved occupational health and safety

 Reduced absenteeism & stress with more improved productivity

 Ability to manage work and individual commitments with family

 Flexible working arrangements resulting in reduced work overload and stress

 Increased focus, motivation and job satisfaction knowing that family and work

commitments are being met with job security from the knowledge that an

organization understands and supports workers with family responsibilities

 A good quality of life

 An enjoyable work life and career progression

 training and development

 Good health

 Affordable childcare or eldercare

 Further education

 Time to travel

18
  Time with friends and family

 Time to do sports and hobbies

 Time to do voluntary work

 More Money

 Better lifestyles

4. Research Method

4.1 Nature of Research

Research is causal as it aimed at finding the factors of work life balance that affect

performance of employees.

4.2 Sampling Technique and Sample Size

The data will be collected through convenience sampling method. Questionnaires will

be distributed to all female faculty of Bahria University Karachi Campus.

Respondents will be divided in age groups. The responses will be gathered in a time

span of more than three months. Later the data gathered will be screened and

processed through Statistical Package for Social Sciences (SPSS). The incomplete

responses will be removed for better results. The tests employed for analysis include

mainly ANOVA and Regression analysis.

4.3 Data Collection Method

Primary data will be collected through questionnaires with 5 point Likert scale where

A = strongly agree, B = somewhat agree, C = neutral, D = somewhat disagree, E =

strongly disagree. While secondary data is collected from books, magazines, research

journals and web sites etc. The data collected for this research is dated back to 1990’s.

However, latest data have also been collected. The data will be analyzed using SPSS

to find the causes behind work life balance which can affect individual’s performance

at workplace.

19
5. Time Horizon

Research work is time constrained. So, I have adopted cross-sectional study instead of

adopting a longitudinal approach.

6. Conclusion

There can be no debate on the fact that work life balance is essential and important for

a stress free and fulfilling life, especially for a woman. Juggling between the burden,

obligations and responsibilities of work and multiple family roles, balancing becomes

an uphill and an ongoing task for teaching professionals, as much as, if not more than

any other working woman. The findings of the study can justify its utility since

knowing the faculty members precisely and reaching out to them in the effective way,

is the key to minimize stress. The research can be summed up with a quote by

Christina Winsey: "Life's demands may not slow up any time soon, and learning life

balance is an ongoing art. If you think one day you will get it all done, and then you

can relax, you are bound to be disappointed. The study can also direct employers of

institution to evolve flexible work strategies and provide better working conditions

which will help in overcoming stress in faculty members to some extent.

7. Recommendations

Following are the recommendations:

1. The college can introduce certain family-friendly measures such as extended

maternity leave, child care facilities, special leave, rationalization of work load

and working hours, pick and drop facilities for women employees etc.

2. The spouse, children and family members will have expectations from the woman

employee. They should help in routine household tasks. For this, awareness and

training programs can be arranged to create awareness among the family

members, spouse, children.

20
 3. She should be realistic about her strengths and weaknesses and adopt a balanced

outlook towards work and life by managing her time and prioritizing wherever

required.

4. An understanding of stress in management teaching professionals may not only

form the basis of stress analysis but may also be useful in rationalizing stress

behavior and formulating coping strategies for the entire teaching population

5. Modules for stress management can be designed based on lifestyles, beliefs and

attitudes of management faculty members for different profile groups. It may also

help in developing sound overall workplace strategies for management faculty

members

6. Organizations must evaluate that compensation and benefits are one of the most

important reasons to be a focus for, motivate and retain female workforce.

7. Organizations must be helpful and concerned towards their employees and also

faith them by providing them various roles and responsibilities

8. Companies can begin steps to accomplish work life balance by organizing

workshops, play games, foreign trips, cultural fests, events like fashion shows, etc.

furthermore family day celebration where activities are planned for kids, Couples

and other family members etc. can help the employees in completing work life

balance.

9. Investigating something one can share with one’s child, spouse and other family

members like swimming, yoga, playing an instrument and gym etc. Such

involvements help one’s family appreciates

8. Organization of Thesis

The thesis will comprise six chapters and list of references / bibliography.

21
 Chapter 1: Constitute the introduction to the organization and introduction of the

topic over which the research is being conducted

Chapter 2: Constitute the problem background and aim of the study. Also, Objectives

of study are discussed in this chapter

Chapter 3: Study of in-depth review of literature is provided in this chapter

Chapter 4: Provides information on research methodology – nature and kind of

research, sample size, sampling method, data collection methods employed during the

study, kind of data collected, and the way the data is integrated

Chapter 5: In this chapter time horizon is discussed

Chapter 6 and Chapter 7: Constitute recommendations and conclusions to the study

9. Timeline

Introcuction: Till Week 2

Problem background and aim of study: Till

Week 4

Literature Review: Till Week 7

Research Methodology: Till Week 9

Time Horizon, Conclusion and

Recommendations: Till Week 11

22
10. References

Acker Sandra (1996), Gender and Teachers' Work; Review of Research in Education,

Vol. 21, pp. 99-162.

Adisa, T.A., Mordi,C. and Mordi,T.(2014),“The challenges and realities of work-

family balance among Nigerian female doctors and nurses”, Economic Insight –

Trends and Challenges, Vol.3No.3,pp.23-37.

Chalofsky, N. (2003), "Meaningful Work", T+D, December, Vol. 57.

Dex, S. (2004 July). Flexible Working Arrangements in the UK. Paper presented at

the Work Life Balance Across the Life Course Conference, Centre for Research on

Families and Relationships, Edinburgh: Edinburgh University.

Duxbury, L., and C. Higgins. 2003. Work-life conflict in Canada in the new

millennium. Vol. status report. Ottawa: Health Canada.

Cooke, G.B., Zeytinoglu, I.U., & Mann, S.L. (2009). Weekend-based short work

weeks: Peripheral work or facilitating ‘work-life balance?’. Community, Work and

Family, 12(4), 409–415. doi:10.1080/13668800902753911, PMid:2576907

Dalcos, S.M., & Daley, D. (2009). Work pressure, workplace social resources and

work-family conflict: The tale of two sectors. International Journal of Stress

Management, 16(4), 291–311. doi:10.1037/a0017319.

Danish, R. Q., & Usman, A. (2010). Impact of Reward and Recognition on Job

Satisfaction and Motivation: An Empirical Study from Pakistan. International Journal

of Business and Management, 5 (2): 159-167.

Felstead, A., Jewson, N., Phizacklea, A., & Walters, S. (2002). Opportunities to work

at home in the context of work-life balance. Human Resource Management Journal,

12(1), 54–77. doi:10.1111/j.1748-8583.2002.tb00057.x

23
Gatrell, C. (2004). Hard labour: The sociology of parenthood. Maidenhead: Open

University Press.

Greenhaus, J.H., & Beutell, N.J. (1985). Sources of conflict between work and family

roles. Academy of Management Review, 10, 76-88.

Hobsor, C.J., Delunas, L., & Kelsic, D. (2001). Compelling evidence for the Need for

Corporate Work/Life Balance Initiatives: Results from a national survey of stressful

life-events. Journal of Employment Counseling, 4(8), 38–44.

Jerry A. Jacobs and Sarah E. Winslow (2004). Overworked Faculty: Job Stresses and

Family Demands: Annual journals of the American Academy of Political and Social

Science, Vol. 596, .104-129.

Liisa Mäkelä Vesa Suutari Helene Mayerhofer, (2011),"Lives of female expatriates:

work-life balance concerns", Gender in Management: An International Journal, Vol.

26 Iss 4 pp. 256 – 274.

Lewis, S., Gambles, R. and Rapoport, R. (2007), “The constraints of a work-life

balance approach: an international perspective”, The International Journal of Human

Resource Management, Vol. 18 No. 3, pp. 360-74.

Maushart, S. (2002), Wifework: What Marriage Really Means for Women,

Bloomsbury, London.

Mayberry, P. (2006). Work-life balance policies and practices in the UK: Views of an

HR practitioner. Journal of Management, 23(2), 167–188.

M.S. Rao, (2016)," Innovative tools and techniques to manage your stress to ensure

work-life balance ", Industrial and Commercial Training, Vol. 48 Iss 6 pp. 320 – 324

Pocock, B., and J. Clarke. 2005. Time, money and job spillover: How parents’ jobs

affect young people. The Journal of Industrial Relations 47, no. 1: 62-76.

24
Nadeem, M.S., & Abbas, Q. (2009). The Impact of Work Life Conflict on Job

Satisfactions of Employees in Pakistan. International Journal of Business and

Management, 4 (5): 63-83.

Rosner, E., Lisa Indovino, Jennifer DeNicolis Bragger, Ofelia Rodriguez-Srednicki,

Eugene J. Kutcher, (2005); Work-Family Conflict, Work-Family Culture, and

Organizational Citizenship Behavior among Teachers: Journal of Business and

Psychology, Vol. 20, No. 2 pp. 303-324.

Rosser (2004). Faculty member’s intentions to leave: A National Study on Their

Work life and Satisfaction. Research in Higher Education, Vol. 45, No. 3.

S.B. Burnett C.J. Gatrell C.L. Cooper P. Sparrow, (2010),"Well-balanced families? A

gendered analysis of work-life balance policies and work family practices", Gender in

Management: An International Journal, Vol. 25 Iss 7 pp. 534 – 549.

Schein, E.H. (1984). Culture as an environmental context for careers. Journal of

Occupational Behavior, 5, 71-81.

Schwartz, S.H. (1999). A theory of cultural values and some implications for work.

Applied Psychology: An International Review, 48, 23-47.

Singh, Amita (2010), “A Study on the Perception of Work-Life Balance Policies

among Software Professionals,” IUP Journal of Management Research, IX(2):51 –

79.

Shaw, S.M., and D. Dawson. 2001. Purposive leisure: Examining parental discourses

on family activities. Leisure Sciences 23: 217-31.

Toyin Ajibade Adisa Gbolahan Gbadamosi Ellis L.C. Osabutey , (2016),"Work-

family balance A case analysis of coping strategies adopted by Nigerian and British

working mothers ", Gender in Management: An International Journal, Vol. 31 Iss 7

pp. 414 – 433.

25
Voorpostel, M., T. van der Lippe, and J. Gershuny. 2009. Trends in free time with a

partner: A transformation of intimacy. Social Indicators Research 93, no. 1: 65-169.

Wolf-Wendel, L., & Ward, K. (2006). Academic life and motherhood: Variations by

institutional type. Higher Education, 52(3), 487-521.

26