PRESTIGE INSTITUTE OF MANAGEMENT AND RESEARCH,INDORE

(An Autonomous Institute Established in 1994, Accredited Twice Consecutively with Grade „A++‟
NAAC(UGC))

(Affiliated to Devi Ahilya University & Programs are approved by AICTE and State Government)

MINOR RESEARCH PROJECT (MRP)

On

“WORK LIFE BALANCE IN DIFFERENT DOMAIN”

SESSION 2020-2022

Guided by – Dr. Deepak Jaroliya

Submitted by:

Nehal Patodia
Shruti Vajpayee
Himanshu Choubey
Ayush Joshi
Ayush ostwal
Amisha Gulati
Raj Dave
DECLARATION
We hereby declare that the Project Work entitled “WORK LIFE BALANCE”, has
been carried out by us under the guidance of Dr. Deepak Jaroliya, at Prestige
Institute of Management and Research, Indore. The research work is original and
has not violated any of plagiarism norms.

Place:

Date:Students Name:

Nehal Patodia

Shruti Vajpayee

Himanshu Choubey

Ayush Joshi

Ayush ostwal

Amisha Gulati

Raj Dave
CERTIFICATE
This is to certify that the Project Work entitled “Work life Balance” has been
accomplished by Nehal Patodia, Shruti Vajpayee, Himanshu Choubey, Ayush Joshi,
Ayush Ostwal, Amisha Gulati and Raj Dave under my guidance and supervision.

This project is being submitted by them as the partial fulfilment of requirements for
the award of Master of Business Administration (MBA) from Prestige Institute of
Management and Research, Indore.

This work has not been submitted by them anywhere else for the award of any
degree or diploma. All sources of information and help have been duly mentioned
and acknowledged.

Research Guide:

Dr. Deepak Jaroliya

ACKNOWLEDGEMENT
The most awaited moment of successful completion of endeavour is always a result
of persons involved explicitly or implicitly there in. It is impossible without the help
and guidance of the people around to carry on this research work. We take the
opportunity to express our sincere gratitude to each and every person who gave us
the guidance and help for preparing the report.

We take this opportunity to thanks Dr. Yogeshwari Pathak Madam, Senior

Director, Prestige Institute ofManagement and Research for providing us an
opportunity to work for this research.

We are also desirous of placing on record profound indebtedness to Dr. Deepak

Jaroliya and all the members of faculty of Prestige Institute of Management and
Research, Indore, for the valuable advice, guidance, precious time and support that
they offered.

Last but not the least; we would also like to thanks all the respondents for giving us
their precious time and relevant information.

Students Name:

Nehal Patodia

Shruti Vajpayee

Himanshu Choubey

Ayush Joshi

Ayush ostwal

Amisha Gulati

Raj Dave
INTRODUCTION
Managers of different Sectors phases different types of problem in balancing their
professional and personal life. Managers at different sectors have both pros and
cons of their field in balancing the work life balances. So here is the brief
introduction about the work life balance of the managers at different sectors.

The financial services industry is made up of a broad range of businesses involved

in managing money: commercial banking, investment banking, insurance,
accountancy, credit card services and etc. It‟s an incredibly lucrative field, but one
that‟s typically synonymous with an unhealthy work culture. The finance industry is
famous for being one of the most difficult sectors in which to achieve work/life
balance, because of its long hours and intensely competitive nature. While financial
analysts enjoy above-average compensation and growth prospects, like the
other demanding profession, there's a price in terms of high stress levels and
limited time for self and family. But now days some companies are focusing on
offering lucrative working hours

There is a substantial increase in work due to intense and competitive work

environment and to stand in such a competitive market, the company is mostly
dependent on the marketing department. Marketing manager has to continuously
keep an on the ongoing marketing scenario of other companies and how he/she can
increase the sale of the company which ultimately leads to the mental pressure on
the employee and which somehow affects the personal life of the one. Though
marketing managers are flexible with the office time duration but continuous
pressure of the increase in the sale their products make them work from home too,
which disturbs their family time and effectiveness of the work.

IT industry is an emerging industry in India, the entry of private sector and foreign
companies have brought various essential changes in the IT industry. Lots of new
technologies are introduced and which are constantly updating day by day, because
of which an IT employee is bound to learn these technologies and its updations.
Employees in the IT take painful effort to deliver the various needs of its customers.
Work deadlines are getting compact and the individual's jobs are loaded and added
with quality output. Due to work in pressure, it becomes hard to maintain balance
between professional and family life. Work from home has become so common
these days that manager after the completion of the tasks of employees have to
take the report of their work and if there are foreign clients then meetings at odd
times are very common these days which has disturbed the work life balance of the
managers very severely.

Although the problem of balancing personal and professional life for HR managers
was not that big previously. But with growing technological world and work from
home culture has created the work life balance problem among HR managers too.
With the 24*7 hours working culture in many organizations, the role and
responsibility of the HR managers has increased tremendously which has created
the problem of working in odd times. Without thinking about the working hours of
themselves the HR manager has to look about the working hours of other sector
employees, also due to the day and night shift HR manager has to keep a check on
the problem faced by the employees at any time, which ultimately resulted in the
misbalancing of the professional and personal life of the HR managers.
Recruitments and other things also happen online sometimes in different time zones
which also causes trouble for HR managers. Work life balance have become
important Part of corporate world. We tried to analyse how managers maintain work
life balance with so much work pressure. We also tried to find out the ways they try
to keep a balance between personal and professional life. The work hours and
quality of work of every sector is different from each other. Therefore, we can
conclude that it is very dynamic term and one method of work life balance cannot be
applied to all the different sectors such as IT, Human resource management,
Finance, production etc. It is very tough task for managers to keep a balance as
they have to face new challenges in both work life and personal life every day. At
the end of this research, we will get the answers of various questions such as
average working hours of managers in different domains, how they keep themselves
calm even in lots of work pressure, presential working hours and various factors that
affect work life balance. We will also find out the impact of work life balance on
efficiency of Managers, and their expectations from company to help them in work
life balance.

Work life balance refers to maintaining work life and personal life. It is challenging to
maintain both as work life often has a huge impact on people‟s life, any disbalance
between these two can create problems. Another than money the other factor being
kept in mind by employee is work space and work duration. Work life balance is
often mistaking as lack of interest in employees mind,

An ideal work life balance is a myth it is different for everyone as per their
preference. Companies are influenced to provide their employees a healthy work
space, as per certain researches the overtime or High working hours is not a
problem. The problem is long working hours, Scheduling everything is new way to
maintain things and work life balance is an outcome of these scheduling habits,
people are more inclined towards working and maintaining personal life rather than
just earning money. Work life balance was not that common previously but is a topic
of concern nowadays. The difficulty of work life balance increase with the increase
in hierarchy. As the level of work increase with the designation. It is a very dynamic
term a change in job or change in any factor of personal life put tremendous impact
on work life balance as it is a mechanism between both personal and professional
life. Those employees who are not driven by money are often driven by the quality of
work and the level of work life balance they can maintain. Work life balance is an
important term because lack in it can cause various problems such as Lack of
productivity, Failure to meet deadlines, Absenteeism, stress in meeting deadlines
etc. The need of work life balance is more to managers as they are engaged in
various managerial activities and they have to look out at their work life balance as
well as keeping in mind the work life balance of their subordinates to create a happy
environment in the company. Satisfaction is directly proportionate to efficiency, if the
employees are satisfied, they will be work better.
Literature Review
Various research studies were conducted on Work Life Balance particularly on
Women who were working in different sectors in India as well as in the other parts of
the world.

Noharika and Supriya (2010) have highlighted work life balance across genders and
found that both men and women are experiencing work life imbalance. Though after
Liberalization, many Indian organizations have been introducing various work life
balance practices like flexi times, part time work, and provision for child care
facilities which are facilitated in various developed countries it is found that
imbalance still exist among men and women in every organization.

Samuel and Vivienne (1996) studies revealed that women balance their work and
family identity by trading-off one role for the other. In contrast, men are able to
simultaneously identify with work and family roles.

Elizabeth et.al (2005) investigated the influence of gender and tenure status in
balancing parenthood and career and results revealed that women reported greater
career and family stress and perceptions of less institutional support for balance of
work and family as compared to men.

Astrid (2008) has studied the attitude of men towards pregnancy, childbirth and
child-caring and found that they are different from that of women. According to him,
fathers viewed the mother as the main parent, partly because of their alternating
between work and home and because the mothers breast-feed the infants. Hence,
they feel their role is insignificant in child care.

Santi and Sunder (2012) have conducted their study on Work Life Balance in IT
Industry to find their level of satisfaction as perceived by the women respondents
and the major factors that are influencing their work life balance. Their study found
that supporting environment in the organization, provision of welfare measures plays
a primary role and alternative working time, child care and recreation play the
secondary role in balancing work and personal life.

Janet(2003) has explained in his study that organizations have made various
programs on work life balance and found that profit making organizations provides
facilities like flexible work arrangements, competitive compensation, and
advancement for men, women and minorities, long term saving and profit sharing
programs and resource services to help with such things as day care, elder care.

Meenakshi and Ravichandran (2012) have conducted the study on work life balance
among women teachers of engineering colleges and found that working atmosphere
plays a key role in order to get a balance in personal and work life and flexi time
option is better options to gain the balance.
Thriven Kumari (2011) found that women were facing stress as they perform their
traditional role like home maker and domestic duties along with paid work. She has
conducted the study on BPO and education sector and found that there is a
difference on impact of stress of the women in both the sectors.

Rincy and Panchanatham (2011) have conducted study on Work Life Balance of
women entrepreneurs, the factors influencing their Work Life Balance. The study
revealed that role overload, dependent care issues, quality of health, problems in
time management and lack of proper support from the family are the major factors
causing imbalance in work and personal life of women entrepreneurs.

Krishna Reddy et.al (2010) have conducted the study on Work life Balance of
married women employees to find the factors influencing Work Family Conflict
(WFC) and Family Work Conflict (FWC) and also studied its relation with stress.
Researchers have found that the number of hours worked per week, the amount
and frequency of overtime, inflexible work schedule, unsupportive supervisor and an
inhospitable work culture increases the likelihood of women employees to
experience conflict between their work and family roles.

Rabia et.al (2011) studied the relation between Work Family Conflict (WFC) and
Family Work Conflict (FWC) and its relation with employee retention. The results
were revealed that there exist week relationships between WFC, FWC and
employee retention. Rabia et.al (2011) studied the relation between Work Family
Conflict (WFC) and Family Work Conflict (FWC) and its relation with employee
retention. The results were revealed that there exist week relationships between
WFC, FWC and employee retention.

Jerian et.al (2013) have opined that Family Work Conflict (FWC) and Work Family
Conflict (WFC) exerts a negative influence in the family domain resulting lower life
satisfaction and greater inter role conflict of the married women employees and it
results in psychological distress and wellbeing of working women. Work place
characteristics contribute to higher levels of WFC. Women working in hospital
setting reported more WFC whereas FWC was found to be more among those
women working in industrial settings.

Carmen K. Fu and Margaret A. Shaffer (2001) have examined the influence of family
and work specific determinants of multiple forms of family interference with work
(FIW) and Work interference with family (WIF) conflict and found that parental
demands and hours spent on household work were important determinants of FIW
conflict and that role conflict, role overload and hours spent on paid work influenced
WIF conflicts. Spouse support and Superior support and domestic support were
played moderate effect on work life conflict.
Jennifer, John (2005) have studied family and work force factors contributing to
gender differenced in family to work spill over and found that Married women were
twice as likely as men to report they made more adjustments to their work place
such as refusing overtime or turning down assignments for the sake of family.

Campbell et.al. (1994) have examined the effect of women employment on family
life and the impact of family life on work behaviour. The research results revealed
that women with children were significantly lower in occupational commitment
relative to women without children. Contrary to expectation, women with younger
children outperformed women with older children.

Vijaya Mani (2013) has uncovered the central point impacting the Work Life Parity of
Ladies experts in India, for example, part clash, absence of acknowledgment,
authoritative governmental issues, sex separation, elderly and youngster‟s
consideration issues, nature of wellbeing, issues in time administration and absence
of fitting social backing.

K. Santana Lakshmi et al, (Walk 2013) have inspected that the Instructive
foundations should address the Work Life Offset related issues among their staff,
particularly ladies also, take an all-encompassing way to deal with outline and
actualise the approaches to bolster the instructing staff to deal with their WLB.

KumariK.Thriveni et al, (2012) have considered and broke down the huge
relationship between the demographic variables and WLB. Shalini and Bhawna
2012 reported in their study, Nature of work life is being utilized by the associations
as a key apparatus to pull in and hold the representatives and all the more
essentially to help them to keep up work life parity with equivalent consideration on
execution and duty at work.

Niharika and Supriya (2010) have considered the work-based variables and family
related components that are considered to add to work life equalization. Work based
variables are flexibility of time, alternative to work low maintenance and flexibility to
telecommute and the family related variables are tyke care office and adaptability to
deal with crises at home. Masako SETO et al, (2004) have analysed the impacts of
business-related components and Work Family Clash on depressive manifestations
among working ladies living with youthful youngsters in a Japanese City. WLB is a
significant predictor of employees‟ health and well-being, a major research has been
undertaken to check the ancestor of this construct (Chawla and Sondhi, 2011).

Women often neglect to take concern about their own health and personal deeds
because of work surplus and time limitations (Mathew and Panchanatham, 2011).
Health problems such as psychological health, gynec health, digestive problems and
physical health are negatively correlated with WLB (Sujata and Singh, 2011).

Organisation implements WLB policies and flexible work arrangements that enable
women employees to make use of policies and engage more efficiently to contribute
to organisation success. Work life programs such as employee assistance
programs, child care and elder care programs, fitness and recreation programs,
counselling programs (Cascio, 2000; De Luis et al., 2002) and other personal
support programs can help employees to manage and balance their work life and
personal life effectively (Wang and Verma, 2012). Women make use of flexible work
arrangement as a source because women tolerate greater responsibility for
domestic chores than men (Davis et al., 2007).

Child care responsibility is still a constraint for working women as well as it has an
influence on labour market assessment of parents, specifically mother with younger
children (Wattis et al., 2013). Women without children where significantly higher in
occupational commitment compared women with children; contrary to this, women
having younger children outperformed women having older children. The work-
related stressors were evidently greater than that of family function associated
stressors (Balaji, 2014).

Women employees perceive WLB policies as organisational support to employee‟s

family life and create a WLB supportive culture in the firm which leads to affective
commitment. The goal of understanding and observing various aspects of WLB has
been mostly accomplished by the Western European and the Anglo-Saxon countries
(Chandra, 2012) followed by the Eastern European countries (Shaffer et al., 2011).
Gradually, researchers from other nations have recognised the importance of
examining the work-family domains (Poelmans et al., 2005). The Asian countries
have just started focusing on the work-life interface (e.g., Hassan, 2010; Cooke and
Jing, 2009; Verma et al., 2009; Bhatnagar and Rajadhyaksha, 2001).

Employees today spend most of their time on their job than ever before (White et al.,
2003). They are working the equivalent of an extra month per annum. Being
overworked can lead to work-home conflict, in which the pressures from work and
family domains are mutually incompatible (Bacharach et al., 1991). Such conditions
propose concerns over well-being and WLB issues (Jennings and McDougald,
2007). Workers now are questioning the amount of time and energy devoted to work
(Maxwell and McDougall, 2004). Having imbalanced life, strained relationships and
passionless life leads to ineffective performance in life both at work and at home
(Bobdey, 2010).

Many now value the idea of WLB and consider it to be an important criterion of
success (Jennings and McDougald, 2007). In contemporary times, women are as
professionally qualified as the men and the incomes they earn are equally
significant. Their working hours as well as the stress and strain of work is in no way
less than a man (Parmar, 2010).

Economies across the world have begun to treat women as a precious segment of
human resource that contributes to development and progress (Batra, 2011; Kumar,
2011). With the rise in the number of working women and mothers the demographic
foundation of the stay-at-home mothers evaporated (Shapiro et al., 2007). They are
now equal bread winners and they work out of home like men (Bedi, 2008).
Therefore, their working hours, stress and strain of work is in no way less than men
folk (Parmar, 2010). WLB and job satisfaction are positively correlated which leads
to organisational commitment.

Work life imbalance is caused due to social, psychological factors, type of job, job
satisfaction, working environment, schedule at home and life phase. Women
perceive their role in family domain as social identity because societal perceptions
differ from one individual to another individual (Bem, 1993; Haar and O‟Driscoll,
2005). Women socialisation of emotional differences at an infant age makes them to
feel low in self-confidence and less in perceived self-efficacy. These problems are
manifested within women and it lacks to identify communal and ideological issues
(Adkinson, 1981; Betz and Hackett, 1997). Women who can able to juggle the
balance between work and personal life can contribute to organisational success
and drive towards their goals (Nirmala, 2013).

According to Vinokur et al. (1999), family domain is considered to be important for

women lives and importance of work is considered as a central domain for men, so
as these two domains are facing steady growth in the economy, the role played
between these two domains is considered to be the potential sources of conflict.
Women experiences stress, mental health and physical well-being get affected
when role of women changes in the workforce. These changes will have a negative
spill over effect on family, work and dependants (Bielby, 1992; Matthews and Rodin,
1989; Menaghan, 1991; Repetti et al., 1989).

WLB did not achieve substantial consideration until the commencement of 21st
century and was observed as less demanding for the organisations to concern about
WLB as contrast to current perception. It is mainly due to two assumptions, i.e.,
many employment opportunities are restricted to male rather than female and the
traditional culture of women, basically known as care takers who cares, fosters and
take responsibilities for domestic chores (Crompton, 1999). Due to the existence of
these gender and traditional differences, WLB is considered to be less focussed by
the organisations. The origin of issue regarding WLB is originated in demographic
tendency, specifically low birth rates which decrease manpower in the labour market
(MacInnes, 2006).
Research over the past three decades established that, WLB has gained
considerable attention and concern among employers, trade unions and scholars
(CIPD, 2003; Dex and Scheibl, 2002; DTI, 2003; Felstead et al., 2002; Taylor, 2001)
due to entry of women and dual income earners into the workforce. This rising level
of employment opportunities for women is not only a cause but also drastic changes
in attitudes, behaviour and worth of the employees. WLB is deemed as a core area
of concern to many employers and scholars as they focus on the factors affecting
WLB and may impinges on employee‟s achievement and job satisfaction (Chawla
and Sondhi, 2011).

Work and family roles are distinct constructs and yet dependent on one another. As
work and family roles are vital constituents in every individual‟s life and thus
stipulate for longer time and enormous energy. Balancing these incompatible roles
has a greater effect on physical and mental well-being (Kossek and Ozeki, 1998;
Schultheiss, 2006; Schwartzberg and Dytell, 1996) of employees which in turn result
in higher levels of stress and anxiety. Therefore, accomplishing right level of balance
will have a positive effect on work, family and life satisfaction (Carlson and Kacmar,
2000).

Guest‟s (2002) delineated, the major concern of WLB arises due to stress and
amplification of work, quality of home and community life and stance and people
worth. Researchers explored different and enormous ways of how work and life
roles have impact on each other (Barling and Sorensen, 1997; Greenhaus and
Parasuraman, 1999).

In the work life literature, it is cited that, numerous studies came out with factors
affecting WLB which is a negative sign for the employees to have a proper balance
(Barnett, 1998; Greenhaus and Parasuraman, 1999; Haas, 1999). Even though
research on positive outcomes of WLB is scanty, still it gains a considerable
attention among employees in order to have a right balance. It is pertinent to add to
this fact, employees‟ physical health and well-being is dependent on the balance
they have between work and personal life. Therefore, WLB is found to be a
forecaster to find the antecedents of this construct (Chawla and Sondhi, 2011).

Women are obliged to take over the responsibilities of both professional and
personal lives, which is a herculean task for the women professionals. During the
past recent years, the responsibilities of women professionals have changed vividly
and they place increased emphasis on their work roles rather than the familial roles
which blurs the traditional culture practised by every woman (Barnett and Hyde,
2001; Schultheiss, 2006). It is supported by the literature cited by (White and
Rogers, 2000), most of the American families are dual-income households and
places a greater importance for their professional lives rather than their personal
lives. It is evident from the literature that, American women are looked forward to
employ in the workforce for a maximum period of 30 years which creates a negative
sign in managing work and family roles, i.e., WFC, instead of viewing them in a
positive aspect.

Objective of the study

The main objective of our study is to analyse the work life balance of employees of
various domains such as HR, Finance, Sales etc in terms of factors such as Age,
Marital status, Profession, working Hours, interests etc. This research paper is
concerned with understanding the difficulties and challenges employees face to
maintain work life balance.
PHASE II
RESEARCH METHODOLOGY

To undergo this research, we have considered variety of research papers, project

reports, articles, journals, and books in order to conduct this study. To create
numerous charts and tables for statistical data analysis, we used IBM SPSS
Statistics, Microsoft Word, and Microsoft Excel. This is a primary data-based on the
study that we compiled with the use of Google forms on the employee‟s perception
and habits to maintain work life balance.

STUDY

We have done an analytical study on the procured data. This study is mainly
descriptive in nature, with Primary data acquired from employees working in
different sectors.

SOURCE OF DATA:

This study was undertaken with the help of google forms being filled by employees
working in different cities in different sectors. This study relies exclusively on the
primary data to examine the investors perception towards mutual fund and fixed
deposits.

SAMPLE SIZE:

For preparing the research report the survey was conducted among the sample size
of 45 respondents. Convenient Sampling method was used to select the
respondents. The respondents are employees from different fields.

SAMPLING METHOD:

We have used Non probability sampling method (Convenient Sampling method) as

the method of sampling.
RESEARCH DESIGN:

The data have been collected through primary source of data. The primary data
have been collected through an exploratory research.

TOOL FOR DATA COLLECTION:

Only primary data was collected and for the purpose of data collection, a structured
questionnaire was used. It consisted of closed ended questions and the
questionnaire was filled by the respondents via google form.

TOOL FOR DATA ANALYSIS:

The tool which we have used for data analysis is one-way Anova, independent t-test
and crosstab, Pie charts, using MS-Excel and Statistical Package for the Social
Sciences (SPSS).

RELIABILITY

Result And Analysis

(Demographic questions)

AGE
As per the data collected most of the employees belong to 25–28-year age group.

MARITAL STATUS

As per the collected data 80% of the employees are unmarried.

JOB LOCATION

As per the collected data most of the employees are from Madhya Pradesh.
 Questions Related to Work life balance
e

Field of Employees

As per the response on the questionnaire we can specify that most of the
employees from survey belong to Sales, Finance and Marketing field.

SECTOR

According to our study we found out that the major part of responses are of
employees from Banking, FMCG, IT sector.
WORKING HOURS

As per the responses the working hours of most of the employees per week is
between 41 to 50 Hours.

FLEXIBLE WORK SCHEDULE

As per the response we can specify that the number of employees with flexible work
schedule is more than that of employees with rigid work schedule.
SHIFTS

As per the response most of the employees have Day shift.

HAVE CHILDREN

82.2% of respondents have children.

STRESS LEVEL

As per survey the stress level depends upon the amount of work given.

WORKPLACE ATMOSPHERE

As per responses most of the people are Happy at work.

WORK LIFE BALANCE

As per responses most of the employees are neutral when asked about Work life
Balance.

HOMETODECOMPRESSFROMWORKDAY

As per our survey most of the employees get home to decompress from workday.
TIME FOR HOBBIES AND INTERESTS

As per the survey the percentage of employees with neutral response are more than
that of other.

PAID LEAVE

The percentage of Employees with paid leaves are more than that of unpaid leave.
VACATION

As per the survey “A Year” can be the majorly selected choice”.

DEPARTMENTAL PROMOTION

As per our survey 62.2% of our respondents are looking for departmental
promotion.
OVERTIME

As per the responses it depends on the current situation of the employees.

AFFECTED FROM WORK

As per our responses employees are used to travelling so it does not affect them.
HEALTH ISSUES

As per the responses collected employees are not affected by work.

Hypothesis
Oneway Anova

Notes

Output Created 13-JUN-2021 22:02:02

Comments

Input Active Dataset DataSet1

Filter <none>

Weight <none>

Split File <none>

N of Rows in Working Data File 44

Missing Definition of Missing User-defined missing values are

Value treated as missing.
Handlin
g Cases Used Statistics for each analysis are
based on cases with no missing
data for any variable in the
analysis.
Syntax ONEWAY Q.3.How many hours do
you work per week?

Q.4.Do you have a flexible work

schedule

Q.17.Areyoulookingforanydepartm
entalpromotion?

Q.18.Howoftendoyouworkovertime
oroutsidenormalworkinghours?

Q.20.Doyouhaveanyphysicalor
mentalhealthissuesbecauseofyourj
ob?

Q.21.Whatchangeyouwantinyourc
urrentjobprofile?

Q.12.Itiseasyforyoutofindtimeforho
bbiesandinterest?

Q.10.Isyourworkscheduleallowsyo
utospendtimewithyourfamilyandfrie
nds?

Q.9.Howdoyoufeelabouttheamount
oftimeyouspendatwork
Q.5.Doyouworkinshifts?

Q.13.Youareabletosetboundariesb
etweenworkandlife BY
Q.1.Whichfieldareyouworkingin

/MISSING ANALYSIS

/CRITERIA=CILEVEL(0.95).

Resour Processor Time 00:00:00.02

ces
Elapsed Time 00:00:00.02
 ANOVA

Sum of Mean
Squares df Square F Sig.

Q.3. How many Between 6.171 6 1.028 .736 .624

hours do you work Groups
per week?
Within Groups 51.715 37 1.398

Total 57.886 43

Q.4. Do you have Between 2.039 6 .340 1.418 .234

a flexible work Groups
schedule
Within Groups 8.870 37 .240

Total 10.909 43

Q.17. Are you Between 1.895 6 .316 1.410 .237

looking for any Groups
departmental
promotion? Within Groups 8.287 37 .224

Total 10.182 43

Q.18. How often Between 3.798 6 .633 .556 .762

do you work Groups
overtime or
outside normal Within Groups 42.089 37 1.138
working hours? Total 45.886 43

Q.20. Do you have Between .692 6 .115 .504 .802

any physical or Groups
mental health
issues because of Within Groups 8.468 37 .229
your job? Total 9.159 43

Q.21. What Between 13.785 6 2.297 2.119 .074

change you want Groups
in your current job
Within Groups 40.124 37 1.084
profile?
Total 53.909 43

Q.12. Is it easy for Between 10.798 6 1.800 2.097 .077

you to find time for Groups
hobbies and
Within Groups 31.748 37 .858
 interest ? Total 42.545 43

Q.10. Does your Between 11.929 6 1.988 1.989 .092

work schedule Groups
allow you to spend
time with your Within Groups 36.981 37 .999
family and friend ? Total 48.909 43

Q.9. How do you Between 6.820 6 1.137 1.746 .138

feel about the Groups
amount of time
you spend at Within Groups 24.089 37 .651
work? Total 30.909 43

Q.5. Do you work Between 1.122 6 .187 1.705 .147

in shifts? Groups

Within Groups 4.060 37 .110

Total 5.182 43

Q.13. You are able Between 8.843 6 1.474 2.277 .057

to set boundaries Groups
between work and
life ? Within Groups 23.952 37 .647

Total 32.795 43

Significance -
Q.3. How many hours do you work per week?

H0 = There is no significant difference between work hour per week with respect to work life balance of
various professionals.

Result - As there is no significant difference between work hour per week with respect to work life balance
of various professionals, so, our null hypothesis is accepted because it is more than .05 and our null
hypothesis is .624.

Sum of Mean
Squares df Square F Sig.

Q.3. How many Between 6.171 6 1.028 .736 .624

hours do you work Groups
per week?
Within Groups 51.715 37 1.398

Total 57.886 43
Q.4. Do you have a flexible work schedule?

H0 = There is no significant difference between flexible work schedule with respect to work life balance of
various professionals.

Result - As there is no significant difference between flexible work schedule with respect to work life
balance of various professionals, so, our null hypothesis is accepted because it is more than .05 and our
null hypothesis is .234.

Q.4. Do you have Between 2.039 6 .340 1.418 .234

a flexible work Groups
schedule
Within Groups 8.870 37 .240

Total 10.909 43

Q.17. Are you looking for any departmental promotion?

H0 = There is no significant difference between departmental promotion with respect to work life balance
of various professionals.

Result - As there is no significant difference between departmental promotion with respect to work life
balance of various professionals, so, our null hypothesis is accepted because it is more than .05 and our
null hypothesis is .237.

Q.17. Are you Between 1.895 6 .316 1.410 .237

looking for any Groups
departmental
promotion? Within Groups 8.287 37 .224

Total 10.182 43

Q.18. How often do you work overtime or outside normal working hours?

H0 = There is no significant difference between working overtime or outside normal working hours with
respect to work life balance of various professionals.

Result - As there is no significant difference working overtime or outside normal working hours with
respect to work life balance of various professionals, so, our null hypothesis is accepted because it is
more than .05 and our null hypothesis is .762.

Q.18. How often Between 3.798 6 .633 .556 .762

do you work Groups
overtime or
outside normal Within Groups 42.089 37 1.138
working hours? Total 45.886 43
Q.20. Do you have any physical or mental health issues because of your job?

H0 = There is no significant difference between physical or mental health issues because of your job with
respect to work life balance of various professionals.

Result - As there is no significant difference physical or mental health issues because of your job with
respect to work life balance of various professionals, so, our null hypothesis is accepted because it is
more than .05 and our null hypothesis is .802.

Q.20. Do you have Between .692 6 .115 .504 .802

any physical or Groups
mental health
Within Groups 8.468 37 .229
issues because of
your job? Total 9.159 43

Q.21. What change you want in your current job profile?

H0 = There is no significant difference between change in current job profile with respect to work life
balance of various professionals.

Result - As there is no significant difference between current job profile with respect to work life balance of
various professionals, so, our null hypothesis is accepted because it is more than .05 and our null
hypothesis is .074.

Q.21. What Between 13.785 6 2.297 2.119 .074

change you want Groups
in your current job
profile? Within Groups 40.124 37 1.084

Total 53.909 43

Q.12. Is it easy for you to find time for hobbies and interest?

H0 = There is no significant difference between finding time for hobbies and interest with respect to work
life balance of various professionals.

Result - As there is no significant difference between finding time for hobbies and interest with respect to
work life balance of various professionals, so, our null hypothesis is accepted because it is more than .05
and our null hypothesis is .077.

Q.12. Is it easy for Between 10.798 6 1.800 2.097 .077

you to find time for Groups
hobbies and
interest ? Within Groups 31.748 37 .858

Total 42.545 43
Q.10. Does your work schedule allow you to spend time with your family and friend?

H0 = There is no significant difference between spending time with your family and friend with respect to
work life balance of various professionals.

Result - As there is no significant difference between spending time with your family and friend with
respect to work life balance of various professionals, so, our null hypothesis is accepted because it is
more than .05 and our null hypothesis is .092.

Q.10. Does your Between 11.929 6 1.988 1.989 .092

work schedule Groups
allow you to spend
time with your Within Groups 36.981 37 .999
family and friend ? Total 48.909 43

Q.9. How do you feel about the amount of time you spend at work?

H0 = There is no significant difference between the amount of time you spend at work with respect to work
life balance of various professionals.

Result - As there is no significant difference between the amount of time you spend at work with respect to
work life balance of various professionals, so, our null hypothesis is accepted because it is more than .05
and our null hypothesis is .138.

Q.9. How do you Between 6.820 6 1.137 1.746 .138

feel about the Groups
amount of time
Within Groups 24.089 37 .651
you spend at
work? Total 30.909 43

Q.5. Do you work in shifts?

H0 = There is no significant difference between working in shifts with respect to work life balance of
various professionals.

Result - As there is no significant difference between working in shifts with respect to work life balance of
various professionals, so, our null hypothesis is accepted because it is more than .05 and our null
hypothesis is .147.

Q.5. Do you work Between 1.122 6 .187 1.705 .147

in shifts? Groups

Within Groups 4.060 37 .110

Total 5.182 43
Q.13. Are you able to set boundaries between work and life?

H0 = There is no significant difference between setting boundaries between work and life with respect to
work life balance of various professionals.

Result - As there is no significant difference between setting boundaries between work and life with
respect to work life balance of various professionals, so, our null hypothesis is accepted because it is
more than .05 and our null hypothesis is .057.

Q.13. Are you able Between 8.843 6 1.474 2.277 .057

to set boundaries Groups
between work and
life ? Within Groups 23.952 37 .647

Total 32.795 43

Chi square

Notes

Output Created 21-JUN-2021 12:29:32

Comments

Input Active Dataset DataSet2

Filter <none>

Weight <none>

Split File <none>

N of Rows in Working 44
Data File

Missing Value Definition of Missing User-defined missing

Handling values are treated as
missing.

Cases Used Statistics for each table

are based on all the
cases with valid data in
the specified range(s)
for all variables in each
table.
 Syntax CROSSTABS

/TABLES=Q.1.Whichfiel
dareyouworkingin BY
Q.3.Howmanyhoursdoy
ouworkperweek

/FORMAT=AVALUE
TABLES

/STATISTICS=CHISQ

/CELLS=COUNT

/COUNT ROUND
CELL.

Resources Processor Time 00:00:00.03

Elapsed Time 00:00:00.03

Dimensions Requested 2

Cells Available 524245

Q.1.Which field are you working in * Q.3. How many hours do you work per week?

H0 =There is no significance difference between field are you working in and number of working hours per week.

H1 =There is significance difference between field are you working in and number of working hours per week.

Case Processing Summary

Cases

Valid Missing Total

N Percent N Percent N Percent

Q.1. Which field are 44 100.0% 0 0.0% 44 100.0%

you working in? * Q.3.
How many hours do
you work per week?
Count

Q.3. How many hours do you work per week?

1 2 3 4 5 Total

Q.1. Which field are 1 2 1 2 10 6 21

you working in ?
2 1 1 1 8 1 12

3 1 1 3 4 2 11

Total 4 3 6 22 9 44

Chi-Square Tests
Asymptotic
Significance
Value df (2-sided)

Pearson Chi-Square 4.940a 8 .764

Likelihood Ratio 4.832 8 .775

Linear-by-Linear .731 1 .393

Association

N of Valid Cases 44

a. 12 cells (80.0%) have expected count less than 5. The

minimum expected count is .75.

Result: As there is no significance difference between field are you working in and number of working
hours per week of various professionals, so, null alternative hypothesis is accepted because it is
.764>0.05.
 Notes
Output Created 21-JUN-2021 12:37:59

Comments

Input Active Dataset DataSet2

Filter <none>

Weight <none>

Split File <none>

N of Rows in Working 44
Data File

Missing Value Definition of Missing User-defined missing

Handling values are treated as
missing.

Cases Used Statistics for each table

are based on all the
cases with valid data in
the specified range(s)
for all variables in each
table.

Syntax CROSSTABS

/TABLES=Q.1.Whichfiel
dareyouworkingin BY
Q.13.Youareabletosetb
oundariesbetweenwork
andlife

/FORMAT=AVALUE
TABLES

/STATISTICS=CHISQ

/CELLS=COUNT

/COUNT ROUND
CELL.

Resources Processor Time 00:00:00.02

Elapsed Time 00:00:00.02

 Dimensions Requested 2

Cells Available 524245

Q.1.Which field are you working in? * Q.13.Are you able to set boundaries between work and life?
H0 =There is no significance difference between field are you working in and are able to set boundaries between
work and life.

H1 =There is significance difference between field are you working in and are able to set boundaries between work
and life.

Case Processing Summary

Cases

Valid Missing Total

N Percent N Percent N Percent

Q.1. Which field are 44 100.0% 0 0.0% 44 100.0%

you working in? * Q.13.
You are able to set
boundaries between
work and life ?

Count

Q.13. You are able to set boundaries between work

and life ?

1 2 3 4 5

Q.1. Which field are 1 2 7 9 3 0

you working in ?
2 1 7 2 1 1

3 1 9 1 0 0

Total 4 23 12 4 1

Count

Total
Q.1. Which field are you working in ? 1 21

2 12

3 11

Total 44

Chi-Square Tests
Asymptotic
Significance
Value df (2-sided)

Pearson Chi-Square 11.370a 8 .182

Likelihood Ratio 12.419 8 .133

Linear-by-Linear 3.324 1 .068

Association

N of Valid Cases 44

a. 11 cells (73.3%) have expected count less than 5. The

minimum expected count is .25

Result: As there is no significance difference between field are you working in and are able to set
boundaries between work and life of various professionals, so, null alternative hypothesis is accepted
because it is .182 > 0.05.

Crosstabs

Notes

Output Created 22-JUN-2021 14:28:37

Comments

Input Active Dataset DataSet1

Filter <none>
 Weight <none>

Split File <none>

N of Rows in Working 44
Data File

Missing Value Definition of Missing User-defined missing

Handling values are treated as
missing.

Cases Used Statistics for each table

are based on all the
cases with valid data in
the specified range(s)
for all variables in each
table.

Syntax CROSSTABS

/TABLES=Q.1.Whichfiel
dareyouworkingin BY
Q.4.Doyouhaveaflexible
workschedule

Q.20.Doyouhaveanyphy
sicalormentalhealthissu
esbecauseofyourjob

Q.17.Areyoulookingfora
nydepartmentalpromotio
n
Q.14.Doyoutakepaidlea
ve

/FORMAT=AVALUE
TABLES

/STATISTICS=CHISQ

/CELLS=COUNT

/COUNT ROUND
CELL.

Resources Processor Time 00:00:00.02

Elapsed Time 00:00:00.05

 Dimensions Requested 2

Cells Available 524245

Q.1.Which field are you working in? * Q.4. Do you have a flexible work schedule?

H0 = There is no significance between which field are you working in and flexible work schedule.

H1 = There is significance between which field are you working in and flexible work schedule.

Crosstab

Count

Q.4. Do you have a flexible

work schedule

1 2 Total

Q.1. Which field are you 1 9 12 21

working in?
2 10 2 12

3 5 6 11

Total 24 20 44

Chi-Square Tests

Asymptotic
Significance
Value df (2-sided)

Pearson Chi-Square 5.535a 2 .063

Likelihood Ratio 5.979 2 .050

Linear-by-Linear .281 1 .596

Association

N of Valid Cases 44

a. 0 cells (0.0%) have expected count less than 5. The

minimum expected count is 5.00.

Result: As there is no significance difference between field are you working in and flexible work schedule
of various professionals, so, null alternative hypothesis is accepted because it is .063 > 0.05.
Q.1.Which field are you working in? * Q.20. Do you have any physical or mental health issues because of your
job?

H0 =There is no significance difference between field are you working in and any physical or mental health issues
because of your job.

H1 = There is significance difference between field are you working in and any physical or mental health issues
because of your job.

Crosstab

Count

Q.20. Do you have any

physical or mental health
issues because of your job?

1 2 Total

Q.1. Which field are you 1 6 15 21

working in ?
2 4 8 12

3 3 8 11

Total 13 31 44

Chi-Square Tests

Asymptotic
Significance
Value df (2-sided)

Pearson Chi-Square .120a 2 .942

Likelihood Ratio .118 2 .943

Linear-by-Linear .000 1 .986

Association

N of Valid Cases 44
a. 2 cells (33.3%) have expected count less than 5. The
minimum expected count is 3.25.

Result: As there is no significance difference between field are you working in and any physical or mental
health issues because of your job various professionals, so, null alternative hypothesis is accepted
because it is .942> 0.05.

Q.1.Which field are you working in? * Q.17. Are you looking for any departmental promotion?

H0 =There is no significance difference between field are you working in and departmental promotion.

H1 =There is significance difference between field are you working in and departmental promotion.

Crosstab

Count

Q.17. Are you looking for

any departmental
promotion?

1 2 Total

Q.1. Which field are you 1 16 5 21

working in ?
2 7 5 12

3 5 6 11

Total 28 16 44

Chi-Square Tests

Asymptotic
Significance
Value df (2-sided)

Pearson Chi-Square 3.148a 2 .207

Likelihood Ratio 3.171 2 .205

Linear-by-Linear 3.054 1 .081

Association
 N of Valid Cases 44

a. 2 cells (33.3%) have expected count less than 5. The

minimum expected count is 4.00.

Result: As there is no significance difference between field are you working in and departmental
promotion various professionals, so, null alternative hypothesis is accepted because it is .207 > 0.05.

Q.1.Which field are you working in? * Q.14. Do you take paid leave?

H0 =There is no significance difference between field are you working in and paid leave.

H1 =There is significance difference between field are you working in and paid leave.

Crosstab

Count

Q.14. Do you take paid

leave?

1 2 Total

Q.1. Which field are you 1 13 8 21

working in ?
2 10 2 12

3 8 3 11

Total 31 13 44

Chi-Square Tests

Asymptotic
Significance
Value df (2-sided)

Pearson Chi-Square 1.721a 2 .423

Likelihood Ratio 1.798 2 .407

Linear-by-Linear .661 1 .416

Association

N of Valid Cases 44
a. 2 cells (33.3%) have expected count less than 5. The
minimum expected count is 3.25.

Result: As there is no significance difference between field are you working in and paid leave various
professionals, so, null alternative hypothesis is accepted because it is .423> 0.05.
Conclusion
One of the social and economic consequences of the COVID-19 lockdown has been
a nationwide move towards working from home across the economy, including
sectors that had not previously embraced home working. This study suggests that
individual employees predominantly positive experiences of home working during
this period have influenced their attitudes and preferences towards flexible working
and the division of housework for the future.

In this study, survey method has been followed and primary source of data was
used. The sample size constituted of 45 people of different age groups and job
sectors. In this study, random sampling method is used. We used Statistical
Package For Social Sciences (SPSS) for analysing the data. In our study we have
used independent variables like age, gender, marital status, job sector, highest
qualification and work experience. We analysed that both males and females are
equally adopted to work from home. We also saw that the highest number of people
were from LT, sector and the adoption level of employees are same irrespective of
job sectors. Maximum people in our study were between 26 to 45 years of age
group. The statistical methods we used in our study are independent sample Chi
square and One-wayAnova.

At last, we conclude with this study that adopting new work model will need a lot of
improvisation and changes. However, it is well-established fact that generally
change is being resisted by humans as it makes them uncomfortable.