The present study is undertaken to identify what is the relation between work life balance and

various demographic variables. In the literature review the changed role of women from being
confined to cooking, cleaning, etc and with the time passing by and evolving mind-set, improved
education and employment opportunities today women have achieved tremendous progress in
every walk of life and made a mark where ever they are. The main objective of the paper is to
determine if there is a significance relationship between work life balance of women employees
which are working in Bangalore and various demographic variables. Their study is based on primary
data collected from 340 women employees working in various professions in Bangalore. The survey
was based on Likert’s five point scale and Stratified Random Sampling has been used for choosing
the sample respondents. Through the survey information has been collected to get the age wise
classification of the respondents, marital status, experience of employees, number of family
dependents, their income, family type and satisfaction with work life balance. The results obtained
shows that as age progresses and women get married they get more responsibilities at home which
affect their work life balance. With increasing number of dependents she will have more
responsibilities that may affect her work life balance. The analysis shows that there is a significant
relationship between work life balance of women and demographic variables and it is an important
input in designing appropriate policies for employees to address work life balance issues. (Kumari K
Thriveni, 2012)

This study is focused to study the relationship between demographic variables specifically gender
and age and work life balance of working professionals in IT and ITES Industry. A sample of 308
working professionals working in the IT and ITES Industry is taken in account for the study and a
scale consisting of 15 items which are designed to asses three dimensions of work life balance
namely work interference with personal life, personal life interference with work and work/personal
life enhancement. The first dimension reflected the extent to which work interferes with personal
life. The second dimension indicates the opposite direction of work personal life interference and
the third dimension involves the positive effects of ones work on personal life or vice versa. Point
biserial correlation was computed to study the correlation between variables. The results show that
females recognize higher level of interference of work with personal life as compared to males and
the reason to that is probably being the dual role being played by the females who are both home-
makers as well as earners. It also comes to a conclusion that employers need to provide some kind
of flexibility especially to female employees as in order for them to juggle between their household
responsibilities and work.
This research paper focuses on studying the various factors which can lead to developing in depth
knowledge and can help attain insights about work life balance and stress undergone by women
employees in the IT sector. Conflict arising in the family and work can exert negative influences in
the mind of women which can result in lower life satisfaction and negativity in the mind. Women
have to perform a variety of roles and tasks simultaneously in most households and this can have
both positive and negative effects on the mental health and well-being of professional women. It is
critical to research what women face in their careers because they will be responsible for their
families at the same time, and the stress and work pressure will be far greater than for men because
a lot of time management, job management, kid management, and house management are all
regulated. Understanding the conditions under which married women employees experience
conflict between their roles is critical for work and family research. Future research should take into
account the working environment, job satisfaction, family support, and number of working hours. In
addition, to better understand the changing nature of work-family roles over time, multiple waves of
data collection must be examined over a longer period of time. Longitudinal studies are needed to
see how different stages of life affect work and family life. According to the findings of the study,
married women employees do face work-family conflict while attempting to balance their work and
personal lives and it is recommended for organisations must develop guidelines for the management
of work-family conflict, which is linked to employee job satisfaction and performance. (R.Balaji,
2014)

This research paper focus on analysing the various factors which affect the work life balance and
marital satisfaction of critical care nurses who work in private hospitals in Coimbatore. The private
sector of hospitals in India accounts for over 75 percent and is one of the largest in the world. The
work life balance of critical nurses is evaluated. Their marital satisfaction which is their subjective
experience of their marriage and their individual needs, expectations and desires are being satisfied
in their marriage. The various ways to achieve and maintain a sufficient level of marital satisfaction
are mentioned in the paper. The major work factors that influence marital dissatisfaction such as
work hours, schedule, control over scheduling and the job commitment has been discussed. For the
analysis and interpretation responses of 581 applicants have been taken and it concluded that a
maximum of 38.8% of partner’s commented about the work of the nature of the respondent. There
also exists a significant difference between the personal classifications such as nature of job,
monthly income and hours of work/day in respect of the Partner Description. There is a substantial
body of research on the possible links between shift work and various aspects of marital satisfaction.
The findings suggest that more high-quality studies are needed to answer some of the questions
about shift workers' marital happiness. In particular, more studies that distinguish between different
types of shift work and examine the relative impact of different lengths of time spent on a shift work
schedule are needed. (Shree, 2012)
This paper focuses on the impact of increased labour demands and how having and not having a
work life balance has an impact on families and children, company culture, employee motivation and
retention and providing insights and logical reasoning as to why it is necessary and the ways to
implement it. Firstly the characteristics of a flexible schedule and work life balance have been
mentioned. Flexibility in the work schedule is subjective depending on the stage in a person’s life. A
more relaxed approach is giving employees a time frame and allowing the hours to be chosen during
the given frame. Then the effects of changing labour demands on children and families that is as the
society is progressing with time more and more companies are adopting a certain form of flexibility
in their employee’s schedules in hopes that the turnover remains low and morale of the employees
should be high. Overall, people's demanding labour demands have a significant impact not only on
themselves, but also on those around them. Managers and employers must be aware of the
negative consequences and side effects that an overworked employee can have on the company and
their co-workers. The authors have then provided insights on the import of work life balance on
company culture, retention and motivation. The research shows that flexibility and promoting a
much-needed work-life balance has a direct correlation with an employee’s attitude towards an
employer which in turn improves the attitude that leads employees to feel they are appreciated and
thus feel more valuable in the workplace. The entering of women has also made a huge impact in
society in previous decades. The outlook of flexibility if implicated in a positive way can give added
benefits to both employers and employees. Women's entry into the workforce has added to the
concern about workday flexibility. Changes in one's work-life balance should be tracked and
analysed in order to help men, women, and children have a better future. (Courtney White, 2020)