Acknowledgement

The success and final outcome of this project required tons of guidance and assistance from
many of us and that I am extremely privileged to possess got this right along the completion
of my project. All that we even have done is merely thanks to such supervision and assistance
and that I wouldn't forget to thank them.

We respect and thank our program coordinator Dr. Samar Raqshin for providing us an
opportunity to do the project work and giving us all support and guidance which made us
complete the project duly. We are extremely thankful to her for providing such a pleasant
support and guidance.

We owe our deep gratitude to our project guide Dr. Kavita Singh, who took keen interest on
our project work and guided us right along till the completion of our project work by
providing all the required information for developing a good system.

Also, we would like to thank Gautam Buddha University for making this experience of
research project. The learning from this experience has been immense and would be
cherished throughout life.
 Executive Summary

Women of the early centuries were mostly restricted to their kitchens and those who were
employed worked in factories, farms or shop works. Very few women had the access to
higher education and they were forced to be at the compassion of their fathers’ or husbands’
attitudes towards women and work.

The fast developing knowledge economy has given place for more number of women to be
enlightened by higher education. Education has not only empowered them but also has given
them robust careers. With brain power being the requisite skill during this knowledge era,
instead of endurance or physical strength, the ladies workers seem to flood into every
industry on par with men. But this has indeed become a troublesome challenge for ladies as
they need to perform a lot of duties in home and office as well.

As working women get married, they have additional responsibilities and once they become
mothers, they need to manage the first care of children and relatives and are thus, under
greater pressure to continue on a career path.

Working mothers of today fulfil family responsibilities and also attempt to remain fully
involved in their careers coping up with the competing demands of their multiple roles. The
caring responsibilities that working mothers have lays an important stress on them when it's
combined with their professional duties. The attempt of working women to integrate,
organize and balance the various problems and activities in their different roles
simultaneously puts them under tremendous pressure.

As a result, the family becomes an organizational stakeholder and this powerful social trend
marked the start of the work/life balance paradigm shift. (Denise Horner Mitnick,2007).
Richard Welford (2008) in his survey results on work life balance in Hong Kong quotes that
there is an alarmingly high percentage of respondents who feel that work is the cause of
health problems, specifically stress and lack of exercise. Health problems are likely lead to
lower productivity and effectiveness of workers. This research focuses on the tough lifetime
of working women of Noida, UP in their battle to strike a balance between work and family
life.
 Table of contents

 Cover page
 Declaration by student
 Certificate from the industry supervisor
 Certificate from the university (school) mentor
 Acknowledgement
 Executive Summary
 Table of contents
 List of symbols and abbreviations
 Introduction
 Organization overview
 Literature review
 Objectives of the Project/Study
 Research methodology
 Data Analysis and interpretation
 Findings and Conclusion
 Managerial implication/ theoretical implication
 Suggestions
 Limitations
 References
 Annexure
 Introduction

In the traditional era, the ladies were confined to household work like cooking, washing,
cleaning, taking care of youngsters, etc. They were considered as home makers and were
deprived of the right or opportunity to go outside home. But now the story is different. Apart
from home maker role, they even have a big role to interact even outside the house. With the
rise in cost of living on one hand and therefore the improved education and employment
opportunities on the opposite hand, both husband and wife started working and lots of
families became dual earners. The growth of higher education has improved job prospects for
women and resulted in the move from stay-at-home mothers to thriving professional women.

Over a period of your time women accomplished remarkable progress in every walk of life
and made an interesting mark within the respective fields. But there is no significant change
in performing the role of home maker. In majority homes, the ladies still does household
work, cooks, takes care of the relations and manages the house. With increase in demands at
work place and reception, the work- life balance of girl’s employees is at stake.

In the cut-throat competitive environment, the organization's expectations from the

employees are increasing. In order to meet the employer's demand, the employees have to
stretch themselves and focus more on their work which is creating work-life imbalance. In
fact striking a balance between work- life and personal life is one of the most challenging
issues being faced by the women set employees in the 21 century. It is said that a lot of
women employees working in various sectors are having a disturbed work-life balance
resulting in increasing number of divorces, strained relationships among the relations,
conflicts in the organizations and suicides.

The issue of work-life balance has become the recent topic in 2 the present day scenario.
Sverko et al (2002) emphasized that changes in technology, values and demographic trends
contributed to the emergent relevance of work-life balance in industrialized societies. It is
supplemented by other factors which include increasing complexity of labor, change in nature
of family and therefore the extended number of girls entering the workforce.

In the competitive era, organizations are under competitive pressure to realize high
productivity and need employees with healthy work-life balance as an employee with good
work-life balance are going to be in a position to contribute more towards the organizational
growth and success (Naithani, 9, 2010)

Therefore it's a time for employers to prolong strategies and help the ladies employees to
enjoy their work and live life to the fullest.

Indian families are undergoing rapid changes due to the increased pace of urbanization and
modernization. Indian women belonging to all classes have entered into paid occupations. At
the present time, Indian women's exposure to educational opportunities is substantially higher
than it was some decades ago, especially in the urban setting. This has opened new vistas,
increased awareness and raised aspirations of personal growth. This, along with economic
pressure, has been instrumental in influencing women's decision to enter the work
force. Work life Balance of women employees has become an important subject since the
time in today’s world where both men and women equally share the responsibility of earning
for the betterment of their family life. Hence it is very necessary to know how the women
balance very professional and domestic life. In the initial stages, women had to struggle
a lot to establish their identity in this competitive world, both in the society as well
as in the professional life. In the widely cited article on work-family conflict, Greenhaus
and Beutell (1985) distinguish three main factors that contribute to work-life conflict. The
three components of conflict are behaviour, time and stress. The notion that patterns or
behaviours expected in one role may be in opposition with the desired characteristics of
another role is referred as behaviour-based conflict. The extra time spent in work precludes
individuals from investing that time in personal relationships is defined as Time-based
conflict and stress-based conflict suggests that one domain is affectedly the stress brought
out in another section.
 What is work life balance?

Work–life balance is that the lack of opposition between work and other life roles. It is the
state of equilibrium during which demands of private life, business life, and family life are
equal. Work–life balance consists of, but it's not limited to, flexible work arrangements that
allow employees to hold out other life programs and practices. The term 'work–life balance' is
recent in origin, because it was first utilized in UK and US within the late 1970s and 1980s,
respectively. Work–life balance may be a term commonly want to describe the balance that a
working individual needs between time allocated for work and other aspects of life. Areas of
life aside from work–life can include personal interests, family and social or leisure activities.
Technological advances have made it possible for work tasks to be accomplished faster
thanks to the utilization of smartphones, email, video-chat, and other technological software.
These technology advances facilitate individuals to figure without having a typical '9 to 5'
work day.

In the words of Jim Bird, CEO of worklifebalance.com, work-life balance does not mean
equal balance between professional and personal life. It is careful synchronisation of an
individual's varied pursuits that may include family, work, leisure, social obligations, health,
career and spirituality. While some of the pursuits need greater attention, others may require
lesser focus. Striking a fine balance by prioritising these human quests will result in work-life
balance. It is individual specific and keeps changing over time.

According to Stewart Friedman - Professor of Management and Founding Director of

Wharton School's Leadership Program and of its Work -Life Integration project - "a one size
fits all; mentality in human resources management often perpetuates frustration among
employees. It is not an uncommon problem in many HR areas, where, for the sake of
equality, there's a standard policy implemented in a way that is universally acceptable, even
though everyone's life is different and everyone needs different things in terms of how to
integrate the different pieces. It's got to be customised". Friedman's research indicates that the
solution lies in approaching the components of work, family, community and self as a
comprehensive system.

Work-life balance and women:

Traditionally, women have been looked upon as nurturers and care givers and assigned all
roles related to maintaining and managing a family. Men perceive themselves as
breadwinners and society also expects them to perform work roles to earn and support the
family.

However, the nature of work-force has been changing and the percentage of men as wage
earners and women as housewives has been rapidly declining. In urban India, the percentage
of dual-earner couples is gradually increasing and for most women and men today, their work
environment and the family have become the two important institutions in life.

Changes in the workforce are accompanied by changes in values, creating a new emphasis on
the balance between work-life and family life (Hall 1986). Work-life balance assumes great
significance for ladies as they're virtually in two full time jobs - one reception and therefore
the other at office. Working mothers often need to challenge perceptions and stereotypes that
evolve as a working woman becomes a working mother...

When a woman seeks a position of power within an organisation, she must consider the toll
on other facets of her life, including hobbies, personal relationships and family. Most
executive jobs require a considerable amount of your time and energy, which a working
mother might not be ready to devote thanks to family obligations. So also, it's going to be
nearly impossible for a working mother during a top management position to be the first care
giver of her child.

Women often find it harder to take care of balance on account of the competing pressures of
labor and demands reception .Working women need to carefully handle their personal
balance and skilfully blend their roles, so on optimise their potential altogether quadrants of
life.
How Women Can Help Themselves:

According to Powell and Greenhaus (2006), women may have difficulties managing their
own work/life balance, especially in work settings where they are doing not receive much
formal support from their employer. If they need to strike any balance between work and
their lives outside work, they need to set this as a goal and find their own ways of achieving
it. Women must have a desire to require control of their own work/life balance and take
initiative, representing their own individual effort aimed toward securing this work/life
balance.

According to Wrzesniewski and Dutton (2010), so as to realize control over work and their
identity within the workplace, women got to clarify with their bosses’ the expectations about
the workload that they can handle. They also got to manage spouses’ and friends’ ideas about
how hard they have to figure. A job includes components and requirements objectively
defined by the organization; however, work/life balance must be constructed by a private .

There are different kinds of unofficial techniques or behaviours that a woman, as an active
manager of her own work/life balance, can use.

For example, counting on the work, a lady could also be ready to control the length and
timing of her working day by managing when her work actually begins. Some individuals
may be able to make choices about employer, job or work projects based on the hours they
think they will have at work. A woman could also be ready to move closer to her workplace
so as to scale back the quantity of your time she spends traveling to and from work a day. For
jobs with less flexible schedules, a lady might want to debate long-term job expectations,
goals and pay together with her employer, in order that she will become a lively participant in
her company’s decisions about her career. Having these type discussions with management
might open up a positive dialogue and permit for more flexibility than assumed.
How Employers Can Help:

Today the fashionable work environment does a far better job considering the special needs
of the working mother population. Tremendous growth has occurred within the amount of
formal work/family programs, with most large companies now instituting some kind of
initiative designed to affect the family needs of workers for greater schedule flexibility, child-
care services, flexible spending accounts and work hour reduction (Glass & Estes, 2013).
Wrzesniewski and Dutton (2010), however, report that girls in less-skilled jobs are much less
likely to receive these family friendly benefits than women in professional and managerial
positions. It may be that more highly skilled women are concentrated in additional responsive
organizations or have access to formal benefits from which other classes of workers are
excluded, but it is also possible that skilled workers are better ready to individually negotiate
special concessions from their employers due to their greater market power. Given the
associations between fertility, education and occupational status, households most in need of
family accommodations (e.g., young single mothers with low earnings and tiny human
capital) are least likely to receive the needed family flexibility from their employers.

According to Roebuck and Smith (2011), the support from employers toward working
women varies on a boss-by-boss basis. Female bosses with families and young children tend
to be more conversant in having to juggle many various roles and are generally more flexible.
Male bosses, however, without children or who have older children, tend to be less forgiving
and more demanding of your time outside of labor. The lack of relatedness or the “business
first” mentality of jobs has caused many ladies to finish up resigning from their jobs because
they only don't provide the support they needed. Research by Slaughter (2012) supports that
true work/life balance can only be achieved by closing the leadership gap, by ensuring that
ladies are equally represented within the ranks of corporate executives and judicial leaders.
Only when women wield power in sufficient numbers can a society be created that genuinely
works for all women, for everybody .
In order for any organization to retain talented women, they need to still establish family-
friendly human resource practices like flex time, job sharing, telecommuting, assistance find
day care or providing onsite day care, also as suitable nursing areas. Organizations can deal
with the rise in stress by creating programs to market work/life balance, especially for
workers with families. Organizations also can confirm that psychological state services are
included in their health care plans and thru employee assistance programs.

Factors affecting work life balance:

The degrees of agreement about factors affecting work life balance of respondents was
assessed using an instrument consisting of 15 items on a 5 point scale starting from strongly
disagree to strongly agree. The responses have been analysed as follows.

Burden of excessive work:

67% of the respondents agree that they suffer from the burden of excessive work. Working
women are often confronted with tasks involving children, home, in-laws, parents and their
social circle. To add to this they must also take up multiple roles in their personal lives. With
the increasing demands on the work , working women need to spend long hours of labor and
sometimes even carry their work home. Therefore majority of them are burdened with
excessive add both their personal and work spaces. This is a contributing factor to figure life
imbalance and should cause conflict.

• Interference of work with family life:

Majority of the respondents agreed that work interfered with family life. This may be
attributed to the fact that mostly work hours are not limited to 7 or 8 hours a day and the
private sector employees spend 12-16 hours at work. This leaves them with very little time
for family. As more that one half the respondents are employed within the private sector,
there could also be interference of labor with family life thanks to long hours spent in
completing official work.
• Fulfil others’ expectations:

A large majority of the respondents (77% ) agree that they're struggling to fulfil other’s
expectations. As working women are constantly juggling between two full time jobs, taking
multiple roles in both domains, there's tons of labor pressure leading to work life conflict.
While, there's tons of expectation from family to fulfil social roles, the organisation also
expects them to perform effectively. Both domains expect the working women to try to to full
justice to all or any their roles thereby exerting tremendous stress and strain. The above
analysis suggests that in trying to fulfil others’ expectations, working women are often left
with little or no space for themselves to pursue their personal interests.

• Longer work hours:

Working women need to put in longer hours of labor as they have to compete with their male
counterparts within the ir work domain so on remain in the race for advancement and
promotions. In the Indian context, women remain the only caretakers of youngsters and older
dependents which can entail longer hours of labor reception thus jeopardizing their work life
balance. It is observed that working women are left with hardly any time to pursue personal
interests.

• No time for oneself:

Majority of the respondents agreed that they had no time for themselves. Though an outsized
majority (84%) of the respondents didn't need to travel frequently at work and over 50% of
them also had family support, that they had to commute long distances everyday to work.
This robbed them of precious time that would be constructively spent for his or her personal
growth or spiritual pursuits.
Issues in Work-Life Balance:

Work life issues/concerns encompass all non-work related demands and hence are not
restricted to only family demands. Equations both at the workplace and at home have
changed in the net worked era. While in the machine age, work and life are seen as two
independent domains, in the networked age there is a complete overlap between the two
domains.

Women face conflicts between work and family demands as well as demands from family
which have increased over the years. This has made it difficult for organizations to ignore the
significance of employees’ non-work demands on their performance, commitment, and job
satisfaction. Women increasingly have emphasized the place of jobs and careers in their lives,
childbearing patterns have also changed.

Changing family patterns and roles appear to be part of a broader process of global
modernization linked to economic and demographic changes that are increasingly separating
family from the economic sphere and changing ideas about appropriate family roles,
especially women’s roles. Contemporary changes in the economic and social environments
within which firms operate have brought about fundamental changes in the nature of the
employment relationship in the twenty-first century.

Increasing globalization and competitive markets led employers to resort to headcount

management to gain flexibility, remain 7 competitive, and ensure survival. Corporate
downsizing across all industries and hierarchical levels led to a breakdown of the traditional
employer-employee relationship that is characterized by mutual loyalty and lifelong
employment. The new relationship has shifted away from the long-term relationship
involving loyalty to an economic contract between the employer and employee.
Work-life spill over:

The term work-life spill over refers to the influence of work on family and vice versa. Spill
lover could be in both directions- work to family as well as – family to work and outcome
could be either negative or positive. Spill over may take place for moods, values, skills, and
behaviour.

Positive spill over takes place when the energy, happiness, and satisfaction at work spills over
into positive feelings and energy at home. Work-life balance has been an enduring
preoccupation of researchers across disciplines for four decades. Interest in work and family
matters has arisen on account of changes in the way in which work and has been of
production processes, industrialization and the entry of increasing numbers of women in to
the world of paid work.

Approaches to work and family theories have increasingly been studied based on changing
demographics and their impact on work-life balance and wellbeing of individuals.

The present study makes an effort to understand theoretical aspects of work-life balance and
focuses mainly on review of theories in management, psychology, sociology and psycho-
sociology as a parsimonious way of getting around the problem.
Literature Review

1. Anshu Thakur & Vishal Geete (2014)

A STUDY ON WORK-LIFE BALANCE OF FEMALE EMPLOYEES IN EDUCATION

SECTOR:

There is big challenge for the working women’s to make an equilibrium between the
professional life and the personal life. Working women’s are facing several types of problem
not only at the work place but also at their home. They are supposed to manage both the ends
with fully of efficiency and accuracy. They are playing double role in their life but up to what
extent they were able to handle and manage their double responsibilities become important. I

It can be concluded women employees are mentally occupied about the office work devoting
more time in office which affects their domestic responsibilities which affects their
temperament. Even though they are handling both the responsibilities they are not satisfied
with the office support in managing their domestic problems. Due to that their domestic
problems affects their professional work and vice-versa.

2. Shobha Sundarsen (2014)

WORK-LIFE BALANCE – IMPLICATIONS FOR WORKING WOMEN

In the Indian context, women remain primarily responsible for their family and career is
rarely given top priority. This study has revealed that burden of excessive work, the need to
fulfil others’ expectations and not having time for themselves are the prime factors affecting
work life balance of working women. As a consequence women suffer from job
burn-out, experience high levels of stress and anxiety, are unable to realize their full
potential and also do not enjoy harmonious family life.

The analyses of work life balance presented in this study are an attempt to understand
factors affecting work life balance of working women and consequences of poor work life
balance. In the Indian context, women remain primarily responsible for their family and
career is rarely given top priority. This study has revealed that burden of excessive work,
the need to fulfil others’ expectations and not having time for themselves are the prime
factors affecting work life balance of working women. As a consequence women
suffer from job burn-out, experience high levels of stress and anxiety, are unable to
realize their full potential and also do not enjoy harmonious family life. Informal
discussions with working women revealed that those who had family support and flexible
work schedule enjoyed better work life balance.

3. Vijaykumar Bharthi (2015)

WORK LIFE BALANCE OF WOMEN EMPLOYEES IN THE INFORMATION

TECHNOLOGY INDUSTRY:

As IT profession is a knowledge based profession it needs abundant applications of

knowledge. This knowledge has to be updated in accordance with the recent developments to
keep the company ahead in the competition. Due to this, irrespective of the gender the
employees work for long hours without sufficient breaks. As a result it becomes very
difficult for the women employees to balance their work life and professional life. The
movement of the nuclear family in the recent days is adding to the woes.

In India, consequent to exploding human population, the quality of the work environment has
been deteriorating, despite many focused efforts. The root cause for such a distressing state of
affairs can be traced to the inclusion of only limited concepts of work life balance in
the company agenda, and ineffective operational process by the managers, due to lack
of adequate knowledge and training of the same. Further studies on the efforts to improve
the means of infusing work life balance concepts among the managers of the organisations
would surely prove effective on change management in the mind-sets of managers to take up
work life balance as key concept. The researcher strongly believes that the challenge of
effecting a change rests with the attitude of the employers and the employees towards each
other, who will be responsible for improving the work life balance of future employees and
ensure a safe and happy workplace.
4. Dr. Saloni Pahuja (2015)

WORK LIFE BALANCE OF FEMALES EMPLOYEES: A CASE STUDY

In today’s competitive era, with changing demands, regulations and so much pressure the
work needs have increased a lot. This leads to increase in stress level of the bankers majority
of the respondents expressed that there is no separate policy for work life balance in their
organisation and many people were doing work overtime. Also management has not done
much in terms of designing and implementing effective work life balance policies and
practices. If the personal and professional lives of female employees are balanced, they can
devote more time to their children and can focus on their upbringing. It was found that the
number of hours worked per week, the amount and frequency of overtime, and inflexible
work schedule increase the likelihood of bankers to experience conflict between their
work and family roles as it kills their time to perform family related activities

Findings revealed that employees in Axis Bank have medium level of Work Life Balance.
Also there is significant positive relationship and impact of work life balance on employee’s
personal and professional life study also revealed some of employees feel so stressed that
they are not able to handle family responsibilities even after coming from workplace as
they feel so tired and exhausted because of long working hours.

5. Sushree Sangeeta Das & Dr. Shashi A. Mishra (2016)

A STUDY ON WORK LIFE BALANCE OF WOMEN WORKING IN IT SECTORS:

In case of a woman professional in IT sector it is very important to understand the ground

reality and strike a balance between professional and personal life for achieving professional
excellence. Without this the women professional in IT sector would continue to be
concentrated at the lower level and would not be able to climb up to the upper echelon of the
job hierarchy by competing with their male counter parts.
6. Dr. Allam Joseph & Praveen Kumar (2016)

WORK LIFE BALANCE OF WOMEN EMPLOYEES WITH REFERENCE TO

TEACHING FACULTIES:

With this increasing industrialization and education, employment opportunities for women
have also increased. And with increasing economic conditions, it has become a necessity that
both husband and wife need to work to have a normal life. In this fast growing and
competitive world, as every possible opportunity for employment is increased, the
organizations need to create a congenial atmosphere where employees can balance their
professional and personal life. Only when an employer has a positive WLB, she can be
productive and give her best to her organization. Hence industries are working out schemes
which can attract as well as retain their employees.

From the above discussion, it is reasonable to conclude that modern organizations, especially
educational institutions, should address the Work Life Balance related issues among their
staff, specifically women and take a holistic approach to design and implement policies to
support the teaching staff to manage their work life balance which would add to the
performance of these staff members.

7. Chanderkant Gorsy & Neeraj Panwar (2016)

WORK-LIFE BALANCE, LIFE SATISFACTION AND PERSONALITY TRAITS

AMONG TEACHING PROFESSIONALS

Indeed, both schools and colleges are the educational institutional established with the
objective of academic excellence through the trained teaching professional. But still basic
differences exist among the functioning of both at various levels which may or may
not relate with the personal values. Differences among these values are expected to exit
because of permanent traits. Finding for the present study reveals that for school and
college teaching professionals personality traits are differently associated with work life
balance and life satisfaction. Where work life balance has strong relation with life
satisfaction among teaching professionals, they are moderately related among college
teaching staff.
Though the primary aim of the present study was not to study the mediating role of
personality traits between work-life balance and life satisfaction, future study could be
conducted to investigate the same with the help of proper statistical tools (Sobel’s test).
Further, the present findings are limited to teaching professionals; futures studies may
take inter-disciplinary professions too for the better understanding of mediating role of
personality.

8. R.Rangarajan Raman (2018)

A STUDY ON WORK LIFE BALANCE OF WORKING WOMEN-WITH SPECIAL

REFERENCE TO CHENNAI CITY:

The study revealed that working women has the pressure in work life. There is a big
challenge for working women to balance both profession life and family life. The Working
women face several problems not only at the work place but also at their home, even though
they manage the family life. In-spite of these issues, women are playing a vital role in their
life to manage their dual responsibility. Between this dual life style the women suffer with a
lot of mental and physical health problems. Working women have to handle tactfully her
various spheres of life to achieve work life balance. She has to skilfully trace out ways in
which she gets mutually benefited in all works of life. various spheres of life to achieve work
life balance. She has to skilfully trace out ways in which she gets mutually benefited in all
works of life.

9. Andrea Gragnano , Silvia Simbula and Massimo Miglioretti (2019)

WORK–LIFE BALANCE: WEIGHING THE IMPORTANCE OF WORK–FAMILY AND

WORK–HEALTH BALANCE

The health issue has emerged in the organizational literature as a central topic. It no longer
pertains to only small groups of workers with severe health problems. The changes in the
labor force and of the patient’s role in the health system have made it impossible to consider
the management of health as an exclusively nonworking activity. This study shows that
workers are aware of the importance of the health domain for achieving a good work–life
balance. Our results indicate health as a fundamental domain in the work–life balance
dynamic that is as important as the family domain, if not more so. Researchers and
practitioners should therefore consider the health domain in addition to the family domain
when investigating the work–life balance.
Scope of the Study

The present study is confined to women employees in Greater Noida. Women employees
who have been working in different organizations covering different sectors.

Most specifically, the study is meant to analyse the following:-

• Whether there is excessive work pressure in personal and professional domains.

• Whether there is constant need to fulfil others' expectations

• Whether job burnout is a result of poor work-life balance

Objectives of the Study

• To study the prevailing work-life balance of working female employees.

• To analyse the connection and impact of labor life balance on working female employees’
personal life.
Research Methodology

Data Collection:

Primary Data:

This study was undertaken by collecting data from working women across
organisations/institutions. The respondents to the survey were from a random sample of girls
who were engaged in paid employment or who were self-employed. The survey instrument
was distributed among 50 such working women and 40 survey responses have been collected.

To make the population as homogenous as possible the sample was limited to women who
met the subsequent two criteria:

• They had to be engaged in full-time paid employment outside the home.

• Their minimum qualification had to be a graduate degree in any discipline. The factors
affecting work-life balance of working women are many. This study doesn't take into
consideration job type and family sort of the respondents.

Secondary Data:

Qualitative data was sourced from journals, relevant literature and also through discussions,
open ended questions and observations. Quantitative data was collected by administering a
structured questionnaire which included sections on factors affecting work-life balance and
consequences of poor work-life balance. Personal data of respondents were also collected. A
five point scale was accustomed determine the degree of agreement for every item on the
questionnaire.

Sample Size:

The sample size considered for the study is 40 working women employees.
Sampling Method:

Simple random sampling method is used for the present study to ensure that different strata
i.e. different sectors are adequately represented in the sample.

Questionnaire:

Based on the objectives of the study, questionnaire is designed. The questionnaire comprises
few dichotomous (YES/NO) questions, few multiple choice questions and statements using
Likert Scale method.

Statistical Tools Used for Research:

The tool used for analysing the data is Correlation.

Correlation
 Correlations
Var- Var- Var- Var- Var- Var- Var-
    3 5 Var-7 Var-8 9 10 11 12 13
Var-1 Pearson .710** .340*              
Correlation
  Sig. (2-tailed)   0.03              
2
Var-2 Pearson       .607**          
Correlation
  Sig. (2-tailed)       0.000          
Var-3 Pearson                  
Correlation
  Sig. (2-tailed)                  
*
Var-4 Pearson               -.393  
Correlation
  Sig. (2-tailed)               0.012  
Var-5 Pearson                  
Correlation
  Sig. (2-tailed)                  
* **
Var-6 Pearson     .324   .418       -.398*
Correlation
  Sig. (2-tailed)     0.042   0.00       0.011
7
Var-7 Pearson         .699**       -.392*
Correlation
  Sig. (2-tailed)         0.00       0.012
0
Var-8 Pearson           -.493*      
*
Correlation
  Sig. (2-tailed)           0.001      
Var-9 Pearson                 -.333*
Correlation
  Sig. (2-tailed)                 0.036
**
Var- Pearson             .769    
10 Correlation
  Sig. (2-tailed)             0.000    
**
Var- Pearson               .452  
11 Correlation
  Sig. (2-tailed)               0.003  
**. Correlation is significant at the 0.01              
level (2-tailed).
*. Correlation is significant at the 0.05              
level (2-tailed).
Interpretation

In the above table it shows the correlation between all the variables. But we show all these variables
which of these variables have significant perfect relation between each other. So, we can analyse the
above table are as follows: -

1. Age and Years of Experience are significant correlated with each other because this is less
than 0.05 (i.e., 0.000) and this is a large size correlation 0.710 and age and Work12hrs are
significant correlated with each other because this is less than 0.05 (i.e., 0.032) and this is a
small size correlation 0.340.
2. Married and Spend are significant correlated with each other because this is less than 0.05
(i.e., 0.000) and this is a large size correlation 0.607.
3. Monthly Salary and Unable to Spend are significant negatively correlated with each other
because this is less than 0.05 (i.e., 0.012) and it has correlation size 0.393.
4. Worry and Depressed and Balance are significant correlated with each other because this is
less than 0.05 (i.e., 0.042 and 0.007) respectively and this is a small size correlation 0.324 and
0.418 and it has also have negative correlation with Manage Stress which has the less than 0.5
(i.e., 0.011) it has correlation size -0.398.
5. Depressed and Balance are significant correlated with each other because this is less than 0.05
(i.e., 0.000) and this is a large size correlation 0.699 and it has also had negative correlation
with Manage Stress which has the less than 0.5 (i.e., 0.012) it has correlation size -0.392.
6. Spend and Separate Policy are significant negative correlated with each other because this is
less than 0.05 (i.e., 0.001) and this is a negative size correlation -0.493.
7. Balance and Manage Stress are significant negative correlated with each other because this is
less than 0.05 (i.e., 0.036) and this is a negative size correlation -0.333.
8. Separate Policy and Family Commitment are significant correlated with each other because
this is less than 0.05 (i.e., 0.000) and this is a large size correlation 0.769.
9. Family Commitment and Unable to Spend are significant correlated with each other because
this is less than 0.05 (i.e., 0.003) and this is a small size correlation 0.003.
 Regression

Model Summary
Std.
Adjuste Error of
R
Model R dR the
Square
Square Estimat
e
         
1 .976 0.952 0.951 0.862
2 .980 .961 .959 .787

a. Predictors: Var-7
b. For regression through the origin (the no-intercept model), R Square measures the proportion of the variability in the
dependent variable about the origin explained by regression. This CANNOT be compared to R Square for models which include
an intercept.
c. Predictors: Var-7, Var-10
d. Dependent Variable: Var-9
 Analysis
This table provides the R-square value and along with the values of Standard error of the estimate
which can be used to determine how one regression model fit the data.

 The R column represents the value of odd that is the multiple correlation coefficient or can be
considered to be one measure of the quality of the predication of the dependent variable and
this can be the value of (R=0.976) indicates the good level of predication the R-Square value
also called a coefficient of determination which is the proportion of variance in the dependent
variable and in our research the value of over R-square is .974 that shown independent
variable explained for 0.05 (5%) of the variability of our dependent variable.
 Var-9 shown the positive correlation with Var-7 the value is 0.976 R-Square indicates the
variance is called a coefficient of determination.
 Adjusted R-Square when we generalize the model the value is closely to this of adjusted r
square (.951).

ANOVAa,b
Sum of Mean
Square d Squar
Model   s f e F Sig.
589.29 1 49.10 87.56 .
Regressi 7 2 8 7 000
c
on
1 15.703 2 0.561    
Residual 8
605.00 4      
Total 0d 0

a. Dependent Variable: Var-9

b. Predictors: Var-13, Var-6, Var-3, Var-11, Var-5, Var-4, Var-7, Var-1, Var-2, Var-12, Var-10,
Var-8
c. This total sum of squares is not corrected for the constant because the constant is zero for
regression through the origin.

In this table the F Ratio indicates whether the overall regression model is a good fit for the data or
not. The table shown that the independent variable statistically significantly predicts the dependent
variables because the significant have the vale less than the 0.05 or 5% (i.e., .0000) which show on
the regression model is a good fit of the data.
Var-1 Age

Var-2 Married

Var-3 Years of Experience

Var-4 Monthly Salary

Var-5 Work12hrs

Var-6 Worry

Var-7 Depressed

Var-8 Spend

Var-9 Balance

Var-10 Separate Policy

Var-11Family Commitment

Var-12 Unable to Spend

Var-13 Manage Stress

ANALYSIS AND INTERPRETATION

In this section, the researcher presents the demographic details of working women in Gautam
Buddha University. In order to describe the Demographic and occupational details, the researcher
has used simple percentage analysis and the results are presented below.

Frequency of Demographic Profile of the Respondents.

Particulars No. of Percentage

Respondents (%)
Below 30 Year 3 7.5
30-40 20 50
AGE 41-50 13 32.5
Above 50 Years 4 10
Total 40 100
Yes 35 87.5
MARITAL No 5 12.5
STATUS Total 40 100
1-10 12 30
YEARS 11-20 16 40
OF Above 20 12 30
EXPERIENCE Total 40 100
Less than 20000 6 15
MONTHLY 20001-30000 0 0
SALARY 30001-40000 3 7.5
More than 40001 31 77.5
Total 40 100

Interpretation:

It is evident from the above table that the majority of the respondents are in the age group of 30-40
years (50% of respondents), marital status shows that 96.8% of the respondents are married. With
regard to years of service, 40% of the respondents are having work experience of more than 10years
(11-20 years) and 77.5% of the respondent's monthly income is above Rs.40001.
FREQUENCY SHOWING WORK AND PERSONAL LIFE EXPECTATION AND SATISFACTION

The opinion of working women about work and personal life expectation and satisfaction reveals the
fact that there exists a conflict between work and life balance.

Particulars No. of Respondents Percentage (%)

Always 2 5
Often 17 42.5
Do you work more than 12 Sometimes 12 30
hours in a day? Rarely 2 5
Never 7 17.5
Total 40 100
Always 6 15
How often do you think or Often 13 32.5
worry about work (when you Sometimes 19 47.5
are not actually at work or Rarely 0 0
traveling to work)?
Never 2 5
Total 40 100
Always 3 7.5
Often 13 32.5
Do you ever feel tired or Sometimes 20 50
depressed because of work? Rarely 4 10
Never 0 0
Total 40 100
How do you feel about the HAPPY 38 95
amount of time you spend at UNHAPPY 2 5
work? Total 40 100
Always 3 7.5
Often 0 0
Do you feel you are not able Sometimes 14 35
to balance your work life Rarely 11 27.5
Never 12 30
Total 40 100
Yes 12 30
No 25 62.5
Does your company have a Not Aware 3 7.5
separate policy for work-life Total 40 100
balance?
How do you manage stress Yoga 10 25
arising from your work? Music 17 42.5
Other 13 32.5
Total 40 100
Always 0 0
Do you find yourself unable Often 4 10
to spend enough time with Sometimes 27 67.5
your life? Rarely 9 22.5
Never 0 0
Total 40 100
INTERPRETATION

It is clear from the above table that 12 respondents say that sometimes they will work 12 hours, 13
out of the total respondents felt that often they will worry about the work even when they are at
home. Majority of the respondents (20 respondents, 50%) has the opinion that, working women feel
much of tired or stress in their work. It is also found that the majority of the respondents (42.5%)
have manage their stress through music and other yoga. It is also revealed that 67.5% of the
respondents expressed that sometimes they having enough time to spend with family due to work
pressure. Another 35% of respondents accepted that sometimes they are not able to balance the
work life.
Findings of the Study

 Majority of the respondents are in the age group of 30-40 years; majority are married and
are having work experience of 11-20 years.
 The average monthly income earned by majority of respondents is above Rs40001.
 Women felt pressure when they work for more than 12 hours in a day.
 It is evidence that working women have worries about the job and also getting tired due to
work.
 The result revealed that working women are unable to spend quality time for their personal
and family life.
 Working women who are above 50 years have more work load and having more experience.
Conclusion

The study revealed that working women has the pressure in work life. There is an enormous
challenge for working women to balance both profession life and family life. The Working
women face several problems not only at the work place but also at their home, albeit they
manage the family life.

In-spite of those issues, women are playing an important role in their life to manage their dual
responsibility. Between this dual life style the women suffer with a lot of mental and physical
health problems. Working women need to handle tactfully her various spheres of life to
realize work life balance. She has to skilfully trace out ways in which she gets mutually
benefited in all works of life.

The working women play a very important role in the organizations and also in their personal
life. The demand for women employees are increasing day by day and their contribution to
nation’s growth and economic progress is significant.

It is the joint responsibilities of both organizations and the working women's family to take
care of the wellbeing of them which in turn will pave a way for a modern society. Hence to
conclude, achievement and enjoyment in all spheres will lead to work life balance.
Managerial Implications

Women who step outside the socially ascribed roles of wife and mother are experiencing
emotional turmoil and stress as they have to manage family and work. The manager should
take care of women employees and make some strategies that make them more productive at
organization and help in manage their homes as well. Work-Life Balance strategies with
regards to matter such as time-based flexibility leave benefits, and interpersonal relationships
have the potential to reduce or increase stress on women employees with life responsibilities.
The provision of Work-Life Balance strategies can provide a positive and direct impact on
women employee decision to remain in an organization.

Working women with better Work-Life Balance will contribute more meaningfully towards
the organizational growth and success. The adoption of a wide range of Work-Life Balance
strategies to deal with a variety of women employee needs and demands will have the
potential for significant positive outcomes for the organization. Management would be able
to form better policies for women, such that it would reduce or eliminate levels of work-life
conflict, and thereby enhance employee performance and organizational effectiveness.
 Suggestions

The present study supports to the fact that there is a conflict in balancing work and life by the
working women. Based on the study following suggestions are given to achieve work life
balance.

• A proper working environment (amenities like drinking water facilities, proper lighting
facilities, sanitation facilities and rest room lounges etc.) are to be enhanced to reduce the
stress of working women.

• The management should avoid allotting over time work for women employees.

• Job vacancies should be filled so as to reduce the work load of women employees.

• Counselling cell exclusively for women should be formed to mentor them in right way so as
to cope up with the stress.

• The family members should cooperate and support the working women to the possible
extent. They must understand the work pressure of the women and should help them to
balance work and family.

• The working women have to devote at least 30 minutes to yoga, listening to favourite music
or to any of the hobby in order to reduce stress.

• The working women are suggested to leave work place on time at least twice a week.
Limitations

• The sample was limited to educational institutions in Noida city.

• The study was conducted under the assumption that the information given by the
respondents is authentic and there is minimum bias in responding to the Questionnaire.

• The outcome of the study cannot be generalized as the data will be collected only from a
section of employees in a particular industry.

• The time factor and resources were a challenge to restrict the scope and sample
size for this study.

1. Age *
o Below 30
o 31-40
o 41-50
o Above 50

2. Are you married? *

o Yes
o No

3. How many days in a week do you normally work? *

o Less than 5 days
o 5 days
o 6 days
o 7 days

4. How many years of experience? *

o 1-10
o 11-20
o more than 20

5. Monthly salary *
o Less than 20000
o 20001-30000
o 30001-40000
o More than 40001

6. Do you work more than 12 hours in a day? *

o Always
o Often
o Sometimes
o Rarely
o Never

7. How often do you think or worry about work (when you are not actually at
work or traveling to work)? *
o Always
o Often
o Sometimes
o Rarely
o Never

8. Do you ever feel tired or depressed because of work? *

o Always
o Often
o Sometimes
o Rarely
o Never
9. How do you feel about the amount of time you spend at work? *
o Very unhappy
o Unhappy
o Indifferent
o Happy
o Very happy

10.How do you manage stress arising from your work? *

o Yoga
o Dance
o Music
o Other

11.Do you find yourself unable to spend enough time with your life? *
o Always
o Often
o Sometimes
o Rarely
o Never

12.Do you feel you are not able to balance your work life *
o Always
o Often
o Sometimes
o Rarely
o Never
13.Do any of the following hinder you in balancing your work and family
commitments? *
o Technology such as laptops/cell phones
o Frequently traveling away from home
o Negative attitude of peers and colleagues at work place
o Negative attitude of family members
o Work from home
o Other:

14.Does your company have a separate policy for work-life balance? *

o yes
o No
o Not Aware
15.If, yes what are the provisions under the policy? *
o Flexible starting time
o Flexible ending time
o Flexible hours in general
o Holidays/Paid time offs
o Job sharing
o Career break/sabbaticals

16.Do you personally feel any of the following will help you to balance your
work life? *
o Flexible starting hours
o Flexible ending time
o Flexible hours, in general
o Holidays/Paid time offs
o Job sharing
o Time-off for family engagements/events

17.Do you think with the efficient work life management policy organization is
able to retain its employees? *
o Yes
o NO

18.Does the organisation organize Holiday camps and picnics to manage work
life and personal life? *
o Always
o Often
o Sometimes
o Rarely
o Never
References

 https://www.researchgate.net/publication/271446578_Work_Life_Balance_of_W
omen_Employees_in_the_Information_Technology_Industry

 https://www.researchgate.net/publication/272845610_WORK-
LIFE_BALANCE_-_IMPLICATIONS_FOR_WORKING_WOMEN

 https://www.researchgate.net/publication/312385528_WORK_LIFE_BALANCE
_OF_FEMALES_EMPLOYEES_A_CASE_STUDY

 www.google.com

 https://www.google.com/search?
q=work+life+balance&client=opera&sxsrf=ALeKk02Qoyodm9NUWN6LdzFn7
8BUEXK6WQ:1589708917434&tbm=isch&source

 file:///C:/Users/hp/Downloads/synopsis.pdf

 file:///C:/Users/hp/Downloads/3a1c461553a25ce12f909f39a4c12612a117.pdf