INTRODUCTION

The work life balance indicates the consistency between the time spent at work and their personal
life. It is the lack of opposition between work and other life roles. It is the state of equilibrium in
which demands of personal life, professional life, and family life are equal. The term ‘Work-Life
Balance’ was first coined in 1986 in reaction to the unhealthy choices that many Americans were
making in favor of the work place, as they opted to neglect family, friends and leisure activities in
pursuit of corporate goals.
Work-Life balance is a person’s control over the conditions in their workplace. It is accomplished
when an individual feels dually satisfied about their personal life and their paid occupation. It
mutually benefits the individual, business and society when a person’s personal life is balanced
with his or her own job.
The Work-life balance strategy offers a variety of means to reduce stress levels and increase job
satisfaction in the employee while enhancing business benefits for the employer. In our
increasingly hectic world, the work-life strategy seeks to find a balance between work and pay. A
sentence that brings the idea of work life balance to the point is:”Work to live, don’t live to work”.
Employers offer a different programs such as flexible hours, shifts, team outing, day care centers,
health care centers, etc. to motivate the employees to work efficiently. Employees feel motivated
and become loyal and committed towards the organisation as it puts an extra effort to provide a
healthy balance between work and life. Organisations face many challenges in implementing the
policies on Work life balance as employees today are not just lookout for a job but they also want
the organisation to take of their well being. Therefore organisations are adopting for new policies
where employees can give time to enjoy and spend time with their family. Work-Life balance is a
person’s control over the conditions in their workplace. It is accomplished when an individual feels
dually satisfied about their personal life and their paid occupation. It mutually benefits the
individual, business and society when a person’s personal life is balanced with his or her own job.

HISTORY- WORKLIFE BALANCE

During the 1960s and 1970s, employers considered work-life mainly an issue for working
another’s who struggled with the demands of their jobs and raising children throughout this
period and into the mid-1980s,the U.S. government had the major impact in the field, as reflected
by the presidential conference on families, the pregnancy discrimination act(1978), and the
quality of employment survey(1977).
During the 1980s, recognizing the value and needs of their women contributors, pioneering
organizations such as Merck, Deloitte and Touche ,IBM etc. began to change their internal
workplace policies, procedures, and benefits.-2-the changes included maternity leaves, employee
assistance programs(EAPs),flextime, home-based work and child-care referral. During the 1980s
men also began voicing work-life concerns. By the end of the decade, work-life balance was
seen as more than just a woman’s issue, affecting men, families, and organizations and cultures.
The 1990s solidified the recognition of work-life balance as a vital issue for everyone Women,
men, parents and non-parents, singles, and couples. This growing awareness of the central
importance of the issue resulted in major growth in attempted work-life solutions during this
decade. Numerous studies showed that the generations from baby to boomers to new college
graduates were making job choices based on their own-work life issues and Employers’ cultures.
Unfortunately, although companies were adopting family friendly policies, employees and
managers were not implementing them. Many of the policies put into the place in the 1980’s
failed to have a significant impact on most managers and employees real world work-life
balance results.

During the first years of twenty first century, the disappointing results made human resources
and work-life professionals as well as executives at all levels take stock. Karol Rose, author of
the published book “Work-Life Strategies”, comments on these trends in fortune magazine’s
third annual work life special feature included in the October 2005 issue.

THEORIES OF WORK LIFE BALANCE

Several theories have been propounded by various thinkers and experts to explain the work
family linkage and the different aspects of the relationship between work, personal and
family life.

• Spillover Theory:

The spill over theory proposes the most popular view of relationship between work and family.
Several researchers suggested that workers carry the feelings, emotions, attitudes; skills and
behaviours that they establish at work into their family life and vice versa (Belsky et al., 1985).
Theoretically, spillover is perceived to be one of two types: positive or negative. Spillover
considers multidimensional aspects of work and family relationship. Positive spillover refers to
fact that satisfaction and achievement in one domain may bring along satisfaction and
achievement in another domain. Negative spillover on the other hand refers to the fact that
problems and despair in one domain may bring along the same emotion into another domain (Xu,
2009).Spill-over is a process whereby experiences in one role affect experiences in the other,
rendering the roles more alike. Research has examined the spill-over of mood, values, skills and
behaviours from one role to another, although the most of this research has focused onmood
spill-over. The experiences coming out from spill-over can manifest themselves as either positive
or negative (Morris and Madsen, 2007). In the literature, spill-over has also been termed as
generalization, isomorphism, persistence, extension, acquaintance, and likeness (Edwards and
Rothbard, 2000; Staines, 1980; Zedeck, 1992). There are two interpretations of spillover
(Edwards and Rothbard, 2000): (a) the positive association between life and work satisfaction
and life and work values (Zedeck, 1992) and (b) transference in entirety of skills and behaviors
between domains (Repetti, 1987) such as when fatigue from work is experienced at home or
when family demands interfere with work demands. In a study of spill-over, Williams and
Alliger (1994) used experience sampling methodology to examine mood-related spill-over on a
daily basis, finding suggested that working parents in their sample were more likely to bring
work-related emotions home than they were to transfer family-related emotions to the workplace.

• Resource Drain Theory:

According to Resource drain theory individuals transfer limited resources available to seek
balance between work and life from one domain to another to make use of resources that
areavailable optimally (time, money, and attention). Individuals also move Resources to other
domains that are not work and family related, such as community or personal pursuits (Edwards
and Rothbard, 2000).

• Ecology Systems Theory:

According to Ecological systems theory by Grzywacz and Marks, work and life are a joint
function of methods, processes, person, situation, and time characteristics, and indicative of the
fact that each multiple characteristics yield an additive effect on the work life experience
(Grzywacz and Marks, 2000). Ecology theory of work life balance was later developed into the
person-in-environment theory with the common thread among diverse person environment
variants as the recognition that individuals and groups have vibrant relationships with their
social, physical, and natural environments in which they co exist (Pitt-Catsouphes et al., 2006).

• Work Enrichment Theory:

According to enrichment theory, experience in one role either work or family will enhance the
quality of life in the other role. In other words, this model tries to explain the positive effects of
the work-family relationship. Enrichment theory thereby refers to the degree to which
experiences from instrumental sources (skills, abilities, values) or affective sources (mood,
satisfaction) improves the quality of the other domain (Morris and Madsen, 2005) . Greenhaus
and Powell (2006) defined enrichment as “the extent to which experiences in one role improve
the quality of life in the other role” and reported that employees perceive that their work and life
roles enrich each other.Zedeck and Mosier (1990) to describe enrichment theory used the term
instrumental to characterize this notion, which states that good outcomes at work place lead to
good personal life outcomes and vice versa.

• Border Theory:

Clark (2000) presented a work/life border theory – a new dimensional theory about work life
balance. Clark opines that each person's role takes place within a specific domain of life, and
these domains are separated by borders that may be bodily, temporal, or emotional. The theory
addresses the issue of “crossing borders “between domains of life, especially the domains of
home and work. According to this theory, the flexibility and limit to switch over the boundaries
between people's work and family lives will affect the level of integration, and determines the
ease of transitions between the two spheres, and the level of conflict between these domains are
closely related. Boundaries that are flexible facilitate integration between work and home
domains. When domains are relatively integrated, mutual transitionis easier, but that may lead to
work family conflict. Conversely, when these domains are segmented, transition is more
effortful, but work family conflict is less likely (Bellavia and Frone, 2005).
INDUSTRY ANALYSIS

Information technology has been around for a long, long time. Basically as long as people have
been around, information technology has been around because there were always ways of
communicating through technology available at that point in time. There are 4 main ages that
divide up the history of information technology. Only the latest age (electronic) and some of the
electromechanical age really affects us today, but it is important to learn about how we got to the
point we are at with technology today.

MICRO SCENARIO OF IT INDUSTRY

India is the world's largest sourcing destination for the information technology (IT) industry,
accounting for approximately 67 per cent of the US$ 124-130 billion market. The industry
employs about 10 million workforces. More importantly, the industry has led the economic
transformation of the country and altered the perception of India in the global economy. India's
cost competitiveness in providing IT services, which is approximately 3-4 times cheaper than the
US, continues to be the mainstay of its Unique Selling Proposition (USP) in the global sourcing
market. However, India is also gaining prominence in terms of intellectual capital with several
global IT firms setting up their innovation centres in India.
The IT industry has also created significant demand in the Indian education sector, especially for
engineering and computer science. The Indian IT and ITeS industry is divided into four major
segments – IT services, Business Process Management (BPM), software products and
engineering services, and hardware.
The IT-BPM sector which is currently valued at US$ 143 billion is expected to grow at a
Compound Annual Growth Rate (CAGR) of 8.3 per cent year-on-year to US$ 143 billion for
2015-16. The sector is expected to contribute 9.5 per cent of India’s Gross Domestic Product
(GDP) and more than 45 per cent in total services export in 2015-16.
The Indian IT sector is expected to grow at a rate of 12-14 per cent for FY2016 in constant
currency terms. The sector is also expected triple its current annual revenue to reach US$ 350
billion by FY 2025, as per National Association of Software and Services Companies
(NASSCOM).
India, the fourth largest base for new businesses in the world and home to over 3,100 tech start-
ups, is set to increase its base to 11,500 tech start-ups by 2020, as per a report by NASSCOM
and Zinnov Management Consulting Pvt Ltd.
India’s internet economy is expected to touch Rs 10 trillion (US$ 146.72 billion) by 2018,
accounting for 5 per cent of the country’s GDP, according to a report by the Boston Consulting
Group (BCG) and Internet and Mobile Association of India (IAMAI). India’s internet user base
reached over 350 million by June 2015, the third largest in the world, while the number of social
media users grew to 143 million by April 2015 and smartphones grew to 160 million.
Investments
Indian IT's core competencies and strengths have attracted significant investments from major
countries. The computer software and hardware sector in India attracted cumulative Foreign
Direct Investment (FDI) inflows worth US$ 20.42 billion between April 2000 and December
2015, according to data released by the Department of Industrial Policy and Promotion (DIPP).
Indian start-ups are expected to receive funding worth US$ 5 billion by the end of 2015, a 125
per cent increase in a year, according to a report by IT Industry association NASSCOM.
The Private Equity (PE) deals increased the number of Mergers and Acquisitions (M&A)
especially in the e-commerce space in 2014. The IT space, including e-commerce, witnessed 240
deals worth US$ 3.8 billion in 2014, as per data from Dialogic.
MACRO SCENARIO OF IT INDUSTRY
The information technology (IT) industry has become of the most robust industries in the world.
IT, more than any other industry or economic facet, has an increased productivity, particularly in
the developed world, and therefore is a key driver of global economic growth. Economies of
scale and insatiable demand from both consumers and enterprises characterize this rapidly
growing sector.The Information Technology Association of America (ITAA) explains
'information technology' as encompassing all possible aspects of information systems based on
computers.Both software development and the hardware involved in the IT industry include
everything from computer systems, to the design, implementation, study and development of IT
and management systems.Owing to its easy accessibility and the wide range of IT products
available, the demand for IT services has increased substantially over the years. The IT sector
has emerged as a major global source of both growth and employment.
 Features of the IT Industry at a Glance
 Economies of scale for the information technology industry are high. The marginal cost of each
unit of additional software or hardware is insignificant compared to the value addition that
results from it.
 Unlike other common industries, the IT industry is knowledge-based.
 Efficient utilization of skilled labor forces in the IT sector can help an economy achieve a rapid
pace of economic growth.
 The IT industry helps many other sectors in the growth process of the economy including
the services and manufacturing sectors.
This statistic illustrates the amount of revenue generated by the IT industry worldwide from 2005
to 2012, and also includes a forecast for 2013 and 2016. The source estimates that in 2016, more
than 1,357 billion euro revenue will be made through software, hardware and IT services.
Future prospects of IT industry
India is the topmost offshoring destination for IT companies across the world. Having proven its
capabilities in delivering both on-shore and off-shore services to global clients, emerging
technologies now offer an entire new gamut of opportunities for top IT firms in India. Social,
Mobility, Analytics and Cloud (SMAC) are collectively expected to offer a US$ 1 trillion
opportunity. Cloud represents the largest opportunity under SMAC, increasing at a CAGR of
approximately 30 per cent to around US$ 650-700 billion by 2020. The social media is the
second most lucrative segment for IT firms, offering a US$ 250 billion market opportunity by
2020. The Indian e-commerce segment is US$ 12 billion in size and is witnessing strong growth
and thereby offers another attractive avenue for IT companies to develop products and services
to cater to the high growth consumer segment.
IT industry-Indian scenario
The global sourcing market in India continues to grow at a higher pace compared to the IT
industry. India is the leading sourcing destination across the world, accounting for approximately
55 per cent market share of the US$ 185-190 billion global services sourcing business in 2017-
18. Indian IT companies have set up over 1,000 global delivery centers in about 80 countries
across the world.India has become the digital capabilities hub of the world with around 75 per
cent of global digital talent present in the country.
Market Size
The IT-BPM sector in India stood at US$177 billion in 2019 witnessing a growth of 6.1 per cent
year-on-year and is estimated that the size of the industry will grow to US$ 350 billion by 2025.
India’s IT industry grew to US$ 181 billion in 2018-19. Exports from the industry increased to
US$ 137 billion in FY19 while domestic revenues (including hardware) advanced to US$ 44
billion. IT industry employees 4.1 million people as of FY19.
Spending on information technology in India is expected to reach US$ 90 billion in 2019.
Revenue from digital segment is expected to comprise 38 per cent of the forecasted US$ 350
billion industry revenue by 2025.
Investments/ Development
Indian IT's core competencies and strengths have attracted significant investments from major
countries. The computer software and hardware sector in India attracted cumulative Foreign
Direct Investment (FDI) inflows worth US$ 39.47 billion between April 2000 and June 2019 and
ranks second in inflow of FDI, as per data released by the Department for Promotion of Industry
and Internal Trade (DPIIT).
Leading Indian IT firms like Infosys, Wipro, TCS and Tech Mahindra, are diversifying their
offerings and showcasing leading ideas in blockchain, artificial intelligence to clients using
innovation hubs, research and development centres, in order to create differentiated offerings.
Some of the major developments in the Indian IT and ITeS sector are as follows:

 Total export revenue of the industry is expected to grow 8.3 per cent year-on-year to US$ 136
billion in FY19.
 UK-based tech consultancy firm, Contino, has been acquired by Cognizant.
 In May 2019, Infosys acquired 75 per cent stake in ABN AMRO Bank's subsidiary Stater for
US$ 143.08 million
 In June 2019, Mindtree was acquired by L&T.
 Nasscom has launched an online platform which is aimed at up-skilling over 2 million
technology professionals and skilling another 2 million potential employees and students.
 Revenue growth in the BFSI vertical stood at 6.80 per cent y-o-y between July-September
2018.
 As of March 2018, there were over 1,140 GICs operating out of India.
 PE investments in the sector stood at US$ 2,400 million in Q4 2018.

Government Initiatives
Some of the major initiatives taken by the government to promote IT and ITeS sector in India
are as follows:

 On May 2019, the Ministry of Electronics and Information Technology (MeitY) launched the
MeitY Startup Hub (MSH) portal.
 In February 2019, the Government of India released the National Policy on Software Products
2019 to develop India as a software product nation
 The government has identified Information Technology as one of 12 champion service sectors
for which an action plan is being developed. Also, the government has set up a Rs 5,000 crore
(US$ 745.82 million) fund for realising the potential of these champion service sectors.
 As a part of Union Budget 2018-19, NITI Aayog is going to set up a national level
programme that will enable efforts in AI^ and will help in leveraging AI^ technology for
development works in the country.
 In the Interim Budget 2019-20, the Government of India announced plans to launch a national
programme on AI* and setting up of a National AI* portal.
 National Policy on Software Products-2019 was passed by the Union Cabinet to develop India
as a software product nation.

Global scenario

The global information technology industry is on pace to reach $5.2 trillion in 2020, according to
the research consultancy IDC. The enormity of the industry is a function of many of the trends
discussed in this report. Economies, jobs, and personal lives are becoming more digital, more
connected, and more automated. Waves of innovation build over time, powering the technology
growth engine that appears to be on the cusp of another major step forward.

The United States is the largest tech market in the world, representing 32% of the total, or
approximately $1.7 trillion for 2020. In the U.S., as well as in many other countries, the tech
sector accounts for a significant portion of economic activity.
There are a number of taxonomies for depicting the information technology space. Using the
conventional approach, the industry market can be categorized into five top level buckets. The
traditional categories of hardware, software and services account for 56% of the global total. The
other core category, telecom services, accounts for 26%. The remaining 17% covers various
emerging technologies that either don’t fit into one of the traditional buckets or span multiple
categories, which is the case for many emerging ‘as-a-service’ solutions that include elements of
hardware, software, and service, such as IoT, drones, and many automating technologies.

The world information technology sector constitutes Information Technology enabled Service
(ITES), accompanying the hardware and software segments. In spite of present worldwide
depression and volatility in currency, the global spending on technology and related service
sector has exceeded US$ 1.7 trillion, a growth rate of 5.4 percent. Software product, IT and BPO
services account for over US$ 1 trillion (63 per cent of total spending). The estimated IT-
hardware spending was US$ 645 billion (38 per cent of the technology spending) and renewed
demands for overall global sourcing (which grew by 12 per cent) had also been observed. During
the same period, the global outsourcing market recorded a healthy growth driven by contracting
activity in small size deals.

The worldwide IT-service providers are now adopting methods focusing on operational
excellence through on-going innovation, diversifications, renewal partnerships and new business
strategies. On the other, there are growing overview of global IT industry scenario 16 demands
from the customers around the world for immediate value from IT. This actually changed the
overall structure in global sourcing and organisations are adopting forward looking strategies that
support growth and innovation.

The IT industry stood at $177 billion in 2019 and is expected to grow to $350 billion by 2025.
The IT industry is the largest contributor to the total exports of the country, with 43% of the IT
services being exported in 2018.

The sector is headed towards achieving $1 trillion digital economy by 2022. The country has
become the global digital capabilities hub with around 75% of global digital talent present in the
country.
In the U.S., 86% of IT professionals rate their outlook as very good or fairly good. In different
geographies, the sentiment is the same—81% in Canada, 75% in the UK, 82% in Australia/New
Zealand and 85% in the Benelux region (Belgium/Netherlands/Luxembourg). The primary
reason for the positive sentiment is high demand for technology skills, which in turn leads to
robust career options. There is also a sense that the importance of technology to business
objectives makes technology a more integral part of business operations and gives IT
professionals an opportunity to play a role in the direction of the organization.

BACKGROUND OF STUDY

India is one of the most preferred outsourcing destinations. The Indian IT industry contributed to the
domestic economy over the years. It provides valuable assistance to the service sector (NASSCOM,
2011). Decanters of English-speaking Employees Discount and Availability In the industry, key growth
drivers, expertise, service quality and productivity compete in the Indian ITES IT industry in the global
market. Human resources issues that are considerable in ITs are working conditions, organizational
management, labor relations, work force empowerment and work-biological balance. Stability of the
person's life complexity and balance of consciousness with environmental and personal resources such as
work, life balance, person, life, society, employer, occupation, geography, information, economics,
personality or values (Crocker et al, 2002). Work life balance is a concern for the contemporary
technology, population, market and institutional changes associated with it. Increasing demand for work-
life balance IT companies had to undertake some programs, including alternative work arrangements,
flexible working hours, family care responsibilities, and benefits and benefits for employee help
programs. Such policies are called 'work-life benefits and practices' (WLBPs). WLBPs help employees
improve their commitment, courage, satisfaction and performance in order to reduce thelevel of intensity
and intensity of employees (Brook, and others, 2002). The technology that helps people connect is where
the boundaries between work and personal lives are drawn.

NEED FOR THE STUDY

Work-life balance is about creating and maintaining supportive and healthy work environments,
which will enable employees to have balance between work and personal responsibilities and
thus strengthen employee loyalty and productivity.Numerous studies have been conducted on
work-life balance. According to a major Canadian study conducted by Lowe (2005), 1 in 4
employees experience high levels of conflict between work and family, based on work-to-family
interference and caregiver strain. If role overload is included, then close to 60 percent of
 employees surveyed experience work-family conflict.Of all the job factors that influence work-
life conflict, the amount of time spent at work is the strongest and most consistent predictor. The
higher levels of work-to-family conflict reported by managers or professionals often are a
function of their longer work hours. Other reasons include: job security, support from one’s
supervisor, support from co-workers, work demands or overload, work-role conflict, work-role
ambiguity, job dissatisfaction, and extensive use of communication technology that blurs the
boundaries between home and work.

Today’s workers have many competing responsibilities such as work, children, housework,
volunteering, spouse and elderly parent care and this places stress on individuals, families and
the communities in which they reside. Work-life conflict is a serious problem that impacts
workers, their employers and communities.

It seems that this problem is increasing over time due to high female labour force participation
rates, increasing numbers of single parent families, the predominance of the dual-earner family
and emerging trends such as elder care. It is further exasperated with globalization, an aging
population, and historically low unemployment.

PROBLEM STATEMENT
Today’s diverse workplace is increasingly populated with women, single parents and dual-career
couples. The potential for conflict and stress increases as most workers struggle with the
demands of balancing paid employment and home responsibilities this has led to problems both
on the professional( example-attrition, job-related stress, low productivity,etc.) as well as the
personal (example-stress, broken relationships, etc)front.

OBJECTIVES OF THE STUDY

 To identify the factors that impact the employees work life balance.
 To know the relationship between employee’s job and its impact on employee’s personal life.
 To know the relationship between the supervisors’ support and employee’s job performance.
SCOPE FOR THE STUDY
The achievement of a balance between work and life/family responsibilities is essential for the
overall wellbeing of all employees and the effective operation of workplaces.The demand for
Work-Life Balance solutions by employees and employers is expanding at an unprecedented
rate. Over the coming years it will be one of the most important issues that executives and human
resource professionals will be expected to manage.

LIMITATIONS OF THE STUDY

Being a study of few employees, the findings of this study cannot be generalized to all working
population.The responses given by the respondents may be biased.
LITERATURE REVIEW
 Work life balance: A review of the meaning of the balance construct

Thomas Kalliath, Paula Brough

Journal of management & organization 14 (3), 323-327, 2008

Although the term work–family/life balance is widely employed, an agreed definition of this
term has proved elusive. Instead, an array of definitions and measures populate the literature.
The variety of work–life definitions and measures provide limited value for both the theoretical
advancement of the construct and for practical human resource (HR) interventions. In this article,
we review six conceptualisations of work–life balance found in the literature: (1) multiple roles;
(2) equity across multiple roles; (3) satisfaction between multiple roles; (4) fulfilment of role
salience between multiple roles; (5) a relationship between conflict and facilitation; and (6)
perceived control between multiple roles. Based on our review of this research we identify the
two primary features of the work–life balance definitions and propose a new definition of this
construct.

 A study on Work Family Balance and Challenges faced by working women

G Shiva

IOSR Journal of Business and Management 14 (5), 1-4, 2013

Work-life balance is the term used to describe practices in achieving a balance between the
demands of employees family and work lives. The demands and pressures of work make difficult
to stretch time for balancing work-life activities. Women taking up work life balance challenge
have an impact on women's advancement. Organization also may create work place culture and
climates that reflect concern for employees' lives outside of work. It is important for
organizations to periodically review current work processes and practices to determine which
ones lead to work in efficiencies and employee stress. In this background the present study was
undertaken to determine the work-life balance and challenges faced by working women. The
sample consists of 200 career women working in Kerala, India. The questionnaire was collected
from respondent. After analyzing by using various tools like percentage analysis, chi-square and
 correlation, results show that there is a work-family conflict and lack of organizational
satisfaction among working women.

 Overview of work-life balance discourse and its relevance in current economic scenario

Dr Naithani

Naithani, P.(2010). Overview of work-life balance discourse and its relevance in current
economic scenario. Asian Social Science 6 (6), 148-155, 2009

During the second half of the 20th century, with work demands increasingly encroaching on
family and personal time at a faster pace, employers acknowledged the need of work-life balance
programmes to facilitate employees maintain a healthy balance between the conflicting demands
of their work and personal life. Availability of work-life balance facilities to employees
witnessed a phenomenal growth between the late eighties of the 20th century and early years of
the 21st century. This growth has been abruptly interrupted by the current economic downturn.
Increasing numbers of organisations, in the name of cost cutting, have either curtailed work-life
balance facilities or are contemplating to do the same. This paper analyses the emergence of
work-life balance discourse, from the days of early communal living till the present day theories,
and presents a macro level model of work-life balance. Further, a detailed analysis of proven and
anticipated benefits of work-life balance is presented to justify the need of work-life balance
initiatives at organizational level during the present economic downturn.

 Talent management, work-life balance and retention strategies

Margaret Deery

International journal of contemporary hospitality management 20 (7), 792-806, 2008

Purpose ‐The purpose of this paper is to examine the literature relating to retention of good
employees and the role that work-life balance (WLB) issues have in an employee's decision to
stay or leave an organisation. The paper begins with a brief overview of the seminal material in
the more generic management literature and then tailors the discussion to the hospitality and
tourism industry using literature from the hospitality and tourism journals.
 Design/methodology/approach ‐The paper provides an overview of the key employee turnover
literature within the hospitality and tourism industry for those academics researching in this area,
with specific attention given to the role of WLB issues in the turnover decision-making process.
The paper also provides a theoretical and practical framework for industry to develop strategies
for reduced employee turnover, with a focus on the role that balancing work and family plays in
these strategies.

Findings ‐The key findings emerging from this literature review focus on job attitudes such as
job satisfaction and organisational commitment, personal attributes such as positive and negative
affectivity, the role of WLB in employee turnover and, finally, the strategies provided to
alleviate high turnover rates.

Originality/value ‐Recommendations to management are presented for both government and

organisational consideration. These recommendations include the need for legislation on
maximum, as well as minimum working hours, good role models at the workplace, flexible
working hours and arrangements, sound recruitment and training opportunities and company
family friendly work policies.

 Work-life balance and its relationship with organizational pride and job satisfaction

Marta Mas-Machuca, JasminaBerbegal-Mirabent, Ines Alegre

Journal of Managerial Psychology, 2016Purpose– The purpose of this paper is to explore the
relationship between work-life balance, organizational pride and job satisfaction. When
evaluating employee work-life balance the present paper takes into consideration two relevant
antecedents: supervisor support and job autonomy; and explores their link with organizational
pride and job satisfaction.

Design/methodology/approach– To verify the hypothesis, a questionnaire survey was used to

collect data in a Spanish pharmaceutical organization; 374 responses were obtained. Structural
equation modeling was used for the data analysis.
 Findings– Data confirms the relationship between the analyzed constructs. The results support
the hypothesized relationships of supervisor work-life balance support and autonomy with
employee work-life balance. In addition, employee work-life balance is positively related with
organizational pride and job satisfaction.

Practical implications– This study provides a useful measurement model that employers and
employees can use to evaluate and improve work-life balance through job autonomy and
supervisor support. Companies should pay attention to employee work-life balance to enhance
organizational pride and job satisfaction. The research tries to help companies to more
effectively use their human capital resources.

Originality/value– The paper addresses gaps in the current literature in work-life, organizational
pride and job satisfaction. The results may serve as the criteria for managers to better enhance
employee job satisfaction in organizations.

 Perspectives on the study of work-life balance

David E Guest

Social Science Information 41 (2), 255-279, 2002

This article reviews aspects of contemporary theory and research on work-life balance. It starts
by exploring why work-life balance has become an important topic for research and policy in
some countries and after outlining traditional perspectives examines the concept of balance and
its implications for the study of the relation between work and the rest of life. A model outlining
the causes, nature and consequences of a more or less acceptable work-life balance is presented
and recent research is cited to illustrate the various dimensions. Finally, the topic is linked to the
field of work and organizational psychology and a number of theoretical and conceptual issues of
relevance to research in Europe are raised.

 Work life balance: A literature review

Satinder Singh

Global Journal of Commerce & Management Perspective 2 (3), 84-91, 2013

 The literature review on Work-life Balance has been framed up in view of its gained popularity
with the major aim to have prosperity of society and the realization of fulfilling lives for its
employees by supporting the growth of every employee and the further development of the
companies. The literature identifies its effect on various quality life conditions ie Job
Satisfaction, Work Stress, Career Growth, Turnover, Absenteeism, Appreciation and competitive
environment in context with Work-life Balance and its practices/policies. In this paper, an
endeavour has been made to provide an overview of various aspects of Work-Life Balance
through the review of existing literature. The sources referred include various journals, books,
doctoral thesis, working papers, reports, magazines, internet sites, newspapers etc and has been
reflected as references at the end.

 Methodological choices in work-life balance research 1987 to 2006: A critical review

Artemis Chang, Paula McDonald, Pauline Burton

The International Journal of Human Resource Management 21 (13), 2381-2413, 2010

This study reviewed methodological choices (sampling frames, constructs investigated and
measures used) in 245 empirical work-life balance papers published in a range of discipline-
based peer-reviewed journals between 1987 and 2006. Results show that work-life balance
studies need to establish greater consistency between the conceptualization of constructs and the
operationalization of measures. There is also scope for well-designed field experiments to
establish clear causal relationships between variables. Sampling choice in previous literature is
somewhat constrained and may be enhanced by targeting single and same-sex parent families,
manual and lower-skilled service workers, and employees providing eldercare. Researchers
should also be more transparent in providing rationales for their choices of organizations or
group lists used to target respondents. The findings have significant implications for
understanding, interpreting, and utilizing the contemporary work and family literature.

 Work–family balance: A review and extension of the literature.

Jeffrey H Greenhaus, Tammy D Allen

American Psychological Association, 2011

The goal of this chapter is twofold. Our first objective is to provide an updated review of the
literature focusing on the negative and the positive aspects of combining work and family roles
since the publication of the first edition of this Handbook. A considerable number of
comprehensive qualitative and quantitative reviews of work–family research have been
published in the last several years. Because our emphasis is on alerting readers to recent findings
and trends in the literature, the current review is selective rather than exhaustive. Our second
goal is to explicate the concept of work–family balance. Specifically, we review alternative
meanings of work–family balance found in the literature. Next, we offer our definition of work–
family balance and provide a tentative model. Then we present suggestions for future research
designed to clarify the meaning, uniqueness, antecedents, and consequences of work–family
balance.(PsycINFO Database Record (c) 2019 APA, all rights reserved).

(fig)conceptual frame work of work life balance