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Issues and Challenges in Striking the Balance between Work and Family Life:
An Empirical Appraisal
Article · January 2013
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International Journal
Asian Research Consortium of Research in
Organizational Behavior
and
International Journal of Research in Organizational Behavior and Human Resource
Human Resource Management, Vol. 1, No. 4, 2013, pp. 21-45. Management
ISSN 2320-8724 www.aijsh.org
Issues and Challenges in Striking the Balance between Work

and Family Life: An Empirical Appraisal
Ajaya Anchan*
Lecturer, G.P.U. College, Punjalkatte, Mangalore, India.
Prakash Pinto
Professor, Department of Business Administration, St. Joseph Engineering College, Mangalore, India.
Received August 10th, 2013; revised August 20th, 2013; accepted September 12th, 2013
Abstract
It is indubitable fact that the changing landscape of business has brought about rampant and radical
changes both in the work and workplace practices. The thrust of all companies is to leverage the bottom-
line and surge ahead of the competitors. As a sequel, the work has become highly demanding and more
challenging in all spheres of business. The companies solicit more time and energy from the employees to
cope with realities and pressure of competitive business environment. These changes have made the
employees to redefine their approach and attitude towards the work. The flip side of this change is, work
began to interfere with the family life and erased the boundary between the two. This article attempts to
bring out the intricacies of personal and professional commitments of employees working in the selected
new generation private sector banks and their effects on both family and work life.
Keywords: Work-life Balance, Work-life Conflict, Work-life Responsibilities.
* Corresponding author. E-mail address: ajayaanchan@gmail.com
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Anchan & Pinto (2013). International Journal of Research in Organizational Behavior and Human Resource Management,
Vol. 1, No. 4, pp. 21-45.
1. Introduction
In today’s dynamic and complex business environment, the success or otherwise of any organization
hinges on its ability to use the human resources at its disposal in the best possible manner. The heightened
competition coupled with quest for exquisite quality and profitability has brought about sea change in
today’s work culture and made the employees work performance more challenging and demanding.
Strenuous assignments, unpredictable deadlines, long hours of work, frequent touring and the like are
prominently featured as integral aspects any work at companies. These and other stringent work practices
have paved the way for work-life interference. In case of some employees, home has turned into another
office due to work spillover. As a matter of fact, the employees find it difficult to strike a proper balance
between the pressing needs of their personal and professional life.
2. Need for the Study
Today, the subject of ‘work-life balance’ is increasingly becoming a hot topic both in the family and
corporate circles. The current context of globalization and the changing nature of work have provided the
impetus for the topic. The current work scenario is marked by the unprecedented changes, formidable
pressure, pressing deadlines, changing demographics, massive use of technology and the co-existing
virtual workplace (Shankar & Bhatnagar, 2010). In fact, the problem of ‘work-life balance’ is more acute
in today’s fast thriving sectors like IT and ITES, insurance, banking and financial services. The
employees working in these sectors are facing competing demands between their work and family, paving
the way for work-life interference and conflict. Since the concept and area of ‘work life balance’ has
gained currency in the recent past, there is ample scope for conducting extensive research to unearth the
intricacies of work-life interference. The present study is confined only to the banking sector and three
new generation private sectors banks operating in the Dakshina Kannada, Karnataka district have been
selected for the purpose of the study.
3. Objectives of the Study
1. To study and examine the employee perception on the importance of work-life balance.
2. To study and examine the rigor and effect of employees work pressure on their domestic life.
3. To study and examine the rigor and effect of family commitments on employee professional life.
4. To measure the state of work-life balance among the employees.
4. Work-Life Balance: A Conceptual Framework
Good work-life balance is understood as a situation in which workers feel that they are capable of
balancing their work and non-work commitments (Moore, 2007). It is defined by the New Zealand
Department of Labour (2004) as creating a productive work culture where the potential for tensions
between work and other parts of people’s live is minimized (See Malik et al 2010, p. 115). It may be
noted that work-life balance is a much broader concept which envelopes all working individuals at large,
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Vol. 1, No. 4, pp. 21-45.
whether or not they are married, and whether or not they have family obligations. Further, work-life
balance should not only mean a balance between work and family but between work and the rest of life
activities (Shankar & Bhatnagar, 2010).
5. Review of Literature
Work-life imbalance usually arises out of a lack of adequate time and/or support to manage work
commitments as well as personal and family responsibilities (Buddhapriya, 2009). Gutek, Searle and
Klepa asserted that, too much of work demands interface or impinge with family demands and leads to
work-family conflict. For instance, working long hours at the office may thwart the effort of an employee
shouldering the family responsibility. On the other hand, child’s illness may also rule out employee
attendance at work, resulting in work-life conflict (See Rao, 2005 p. 32).
In a study on ‘work-life balance’ by Rao (2005), conducted in a Bangalore based public sector unit
covering 50 executives, the following important findings have emerged.
1. Most of the executives miss out their hobbies and interests because of their preoccupation with
their work.
2. The executives feel unhappy at work when any of their family members is sick.
3. Though most of the executives attend functions in the family circle, some of them cannot attend
due to their office work.
4. The family does not like the executives’ preoccupation with the work while they are at home.
5. Whenever the executives carry their office work to do at home, it creates irritation among the
family members.
According to Duxbury and Higgins (2001) work-life conflict triggers due to role overload i.e., having too
much to do and too little time to do it in as well as role interference i.e., when incompatible demands
make it difficult, if not impossible, for employees to perform all their roles well. Role interference, in
turn, can be divided into two factors: family to work interference (FTW) and work to family interference
(WTF). In the first case, interference occurs when family-role, responsibilities and commitments hampers
employee performance at work i.e., a child’s or spouse illness prevents attendance at work; resentment or
conflict at home makes concentration at work difficult. In the second case, interference occurs when work
demands at office make it difficult for an employee to discharge their family responsibilities i.e.,
increased work load may deter employee attendance at the parent-teacher meeting in the child’s school.
6. Methodology
The sample constituted of 81 employees from three new generation private sector banks in Dakshina
Kannada district, Karnataka, India. Questionnaire method was adopted to collect the data. Keeping in
view the objectives of the study, a well structured questionnaire was administered to the respondents. All
questions were close-ended. A convenient sample method was used to collect the responses and the
respondents were approached during the working hours at their branches. There were two parts in the
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Vol. 1, No. 4, pp. 21-45.
questionnaire. Part-I: Demographic Profile; Part-II: Work-life Balance Questionnaire. The respondents
were asked a series of questions on both their work and family domain. The results of the study are bound
to suffer from the limitations of sampling design and bias in response of the respondents. If there had
been more female respondents, it would have produced more effective results. Nevertheless, according to
Guest (2002), work-life balance has relevance for all individuals. By relating work-life balance to career
stage, Sturges (2008) includes younger professionals without family responsibilities into the domain.
Thus, work-life balance is an all encompassing issue having relevance to a larger audience.
7. Null Hypotheses for Statistical Testing

i. The marital status and the time available for pursuing hobbies and personal interests are not
dependent.
ii. Family pressure is not dependent on marital status.
Profile of Respondents
Table 1. Frequency and Percentage of Demographic Factors
Frequency Percentage (%)
Male 72 89
Gender
Female 9 11
20-25 27 33
26-30 36 44
Age 31-35 12 14
36-40 3 4
41 and Above 3 4
Married 36 44
Marital Status
Unmarried 45 56
With Children 15 41
Children
Without Children 21 59
It is evident from the above table that majority of the respondents covered in the survey are male and are
largely in the age category of 26-30. The population of unmarried respondents is relatively greater than
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Vol. 1, No. 4, pp. 21-45.
the married popluation and the percentage of respondents without children is greater than the respondents
with children.
8. Study Results
The following pages present the analysis and interpreations of the responses on the statements covered in
the questionnaire. The questionnaire has been prepared in consonnance with the objectives of this
research work. In the first part of the questionnaire, a few questions have been asked to capture the
employee perceptions on the importance of balancing both family and work related obligations. In the
second part, questions have been asked to understand the rigour of work resonsibilities and its effects on
employee family life. In the last part, response has been elicited on the rigour of family responsibilities
and its effect on work life. It may be noted that closed ended questions with dichotomous responses of
Strongly Agree (SA) and Strongly Disagree (SD) are administered to the respondents.
Table 2. Work-life Balance is more Important than High Wages or Job Security
With Without
Male Female Married Unmarried Total
Children Children
SA 66 9 36 39 21 15 75
SD 6 0 0 6 0 0 6
Total 72 9 36 45 21 15 81
Figure 1. Work-life Balance is more Important than High Wages or Job Security
The above figure pinponts the perception of respondents on the importance of work life balance in
comparison to high wages or job security. The figure shows that 93% of respondents strongly agree that
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Vol. 1, No. 4, pp. 21-45.
work life balance is relatively more important than high wages or job security. This implies that these
respondents look for peaceful work and family life. They do not wish to sidetrack family life and earn
more money by paying relatively more attention or importance to work life. However, 7% of the
respondents share the contrasting view as they strongly disagree with the above statement. The interesting
point is, these respondents are male and they are unmarried.
Table 3. One can have Good Family Life as well as Good Career Advancement side by side
With Without
Children Children
SA 69 9 36 42 21 15 78
SD 3 0 0 3 0 0 3
Total 72 9 36 45 21 15 81
Figure 2. One can have Good Family Life as well as Good Career Advancement side by side
The above graphical representation brings out the opinion of respondents on the possibilty of having good
family life as well as good career advancement side by side. The findings reveal that 96% of respondents
strongly agree that one can have both good family life as well as good career advancement side by side.
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Vol. 1, No. 4, pp. 21-45.
This opinion of the respondents gives credence to the view that having a healthy private life and
successful career is not mutually exclusive or a remote possibility. This also shows their confidence to
manage both work and family affairs in a manner complementary to each other. Conversely, 4% of
respondents share different and contrary viewpoint on the issue. It may be noted that all these respondents
are male but unmarried. This extreme opinion could be attributed to a combination of reasons including
lack of confidence, excessive work pressure, family commitments, inability and inexperience on their part
to handle both at the same time.
In nutshell, as evident from the above analysis, majority of the respondents subscribe to the fact that both
work life and family is equally important and their priority is to balance both the work life and family life.
The following statements attempt to examine the rigour of work responsibilties and how work
responsibities comes in the way of family life and disturbs the balance between the two. To probe into
this critical issue, variety of statements covering different dimensions of the work related matters have
been presented to the respondents.
Table 4. Work-Life Responsibilities are more Demanding
With Without
Children Children
SA 72 6 33 45 18 15 78
SD 0 3 3 0 3 0 3
Total 72 9 36 45 21 15 81
Figure 3. Work-Life Responsibilities are more Demanding
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Vol. 1, No. 4, pp. 21-45.
The above pictorial representation is useful in exploring the intensity of work pressure experienced by the
respondents working in banks. The chart projects that 96% of the respondents strongly agree that their
work life is more demanding. It may be noted that the achievement of target, compliance with strict
timelines, dealing with variety of customers, attending to their unending queries and keeping oneself
abreast of latest changes in the banking industry are not uncommon these days for the bank emplyees. All
these job demands make the employees work schedule tight and rigourous. Only 4% strongly disagree
that their work related responsibilties are more demanding.
Table 5. Often Expected to Work Long Hours in Office to Complete Work Responsibilities
With Without
Children Children
SA 66 6 33 39 18 15 72
SD 6 3 3 6 3 0 9
Total 72 9 36 45 21 15 81
Figure 4. Often Expected to Work Long Hours in Office to Complete Work Responsibilities
Today, the completion of a day’s assignments has become more difficult during the normal business
hours due to the maginitude and subtle nature of the work. The employees are required to stretch beyond
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Vol. 1, No. 4, pp. 21-45.
their routine time schedule to complete the given work on or before the deadline. The above statement
has been presented to elicit insight about ‘time-adequacy factor’ in respect of work completion. The chart
unfolds that 89% of the respondents strongly agree that they are often expected to work for long hours at
office to complete their work responsibilties. The chart further reveals that the majority are male and
married respondents. The finding again buttresses the view that their work is more demanding and eats up
the time earmarked for the family. However, 11% of the respondents strongly disagree with the above
statement. This indicates that they are able to complete the work within office hours and do not take work
to their home.
Table 6. Work Priorities Hinder Spending Quality Time with Family Members
With Without
Children Children
SA 60 6 33 33 18 15 66
SD 12 3 3 12 3 0 15
Total 72 9 36 45 21 15 81
Figure 5. Work Priorities Hinder Spending Quality Time with Family Members
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Vol. 1, No. 4, pp. 21-45.
This chart sheds light on the aspect of predominance of work priorities and its effect on family life.
Today, it is a common notion that people priortise work over family issues because of the unending and
strenous nature of the work. The chart bolsters this notion as majority of the respondents (81%) agree
that work priorities hinder quality time earmarked for the family. An insight into the profile of the
respondents reveal that those who are married are relatively more faced with this problem. The finding
indicates that married respondents find it difficult to give adequate time to their family because of the
busy work schedule and commitments. The previous finding also endorses their view as they are expected
to work for long hours in office to complete their work responsibilties. Contrary to this view, there are
respondents accounting for 19% deny to accept the view that work priorities hinder them from spending
quality time with their family members. It is interesting to note that most of these respondents are
unmarried .
Table 7. Never been Able to Avail Entitled Leave Facility Fully Due to Work Pressure
With Without
Children Children
SA 51 3 21 33 6 15 54
SD 21 6 15 12 15 0 27
Total 72 9 36 45 21 15 81
Figure 6. Never been Able to Avail Entitled Leave Facility Fully Due to Work Pressure
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Vol. 1, No. 4, pp. 21-45.
This statement attempts to probe further into the gravity of work pressure at the place of work. There are
instances wherein employees are unable to avail the permissible leave facilties fully due to the more
demanding nature of the work. The soaring work expectation coupled with strict timelines always deter
employees to avail the leave facilties available. The majority of the respondents (67%) corroborate this
view. As per the chart, it is a grave concern for all respondents who are married but without children.
Furthermore, it is interesting to note that substantial percentage of unmarried respondents also face the
same problem. On the contrary, 33% of respondents do not subscribe to the view that they have never
been able to avail their entitled leave facility fully due to work pressure. It is interesting to find that most
of these respondents are married and with children especially the female.
Table 8. Missed Many Important Family Functions because of Work Related Responsibilities and
Pressure
With Without
Children Children
SA 54 3 24 33 12 12 57
SD 18 6 12 12 9 3 24
Total 72 9 36 45 21 15 81
Figure 7. Missed Many Important Family Functions because of Work Related Responsibilities and
Pressure
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Vol. 1, No. 4, pp. 21-45.
The above statement explicitly spells out impediments of increased work load and pressure on the family
life. It is possible that employees can miss out important family functions owing to their hectic work
schedules. The above chart demonstrates that 70% of the respondents strongly endorse this viewpoint. On
the contrary, the remaining 30% of respondents disagree to this view. Further and close observation of
the above figure reflects that among the respondents who strongly agree to this view, majority are
unmarried and among those who disagree with the same, majority are female. This is somewhat very
extreme and contrary to the prevailing general notion.
Table 9. Feel Mentally Preoccupied with Work Related Matters even while at Home
With Without
Children Children
SA 39 0 12 27 6 6 39
SD 33 9 24 18 15 9 42
Total 72 9 36 45 21 15 81
Figure 8. Feel Mentally Preoccupied with Work Related Matters even while at Home
Growing pressure and strategic nature of the work prompts the employees, sometime, mentally
preoccupied even while at home. It is the office work which bothers them more than the family
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Vol. 1, No. 4, pp. 21-45.
commitments even when they are at home. The above statement endeavours to extract the opinion of the
respondents in this perspective. The chart depcits that 48% of the respondents strongly subscribe to this
belief. The remaining 52% of respondents have taken strong exception to this. The chart reveals that the
problem is more prevelant among the unmarried segment of the respondents where as all female and
majority of respondents who are married do not buy this stance.
Table 10. When at Home Feel Relaxed and Comfortable
With Without
Children Children
SA 57 9 33 33 21 12 66
SD 15 0 3 12 0 3 15
Total 72 9 36 45 21 15 81
Table 10. When at Home Feel Relaxed and Comfortable
The employees experience stress and fatigue at the work place due to the complex nature of the work and
onslaught of unbridled work pressure. In such cases, they desire to leave office as early as possible and
feel to be at home to get respite from the travail of the work and pressure. The responses displayed in the
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Vol. 1, No. 4, pp. 21-45.
above chart deals with this particular issue. It attempts to find out the opinion of the respondents as to the
place of solace and comfort; office or home. The chart indicates that majority of the respondents (81%)
strongly agree that they experience or feel comfortable and relaxed when they are at home. It may be
noted that it is the married respondents segment with and without children constitutes the majority which
is quite natural as well. The remaining respondents (19%) do not endorse this stance, the majority being
unmarried.
Many of the statements discussed above bring out the rigor and the effect of work responsibities on the
family life. A few of the following statements attempts to discuss the effect of family life on work life.
The analysis and interpretations of these statements are presented below.
Table 11. Family Commitments are more Demanding and often Feel Pressurized to Meet the
Family Demands
With Without
Children Children
SA 48 3 24 27 9 15 51
SD 24 6 12 18 12 0 30
Total 72 9 36 45 21 15 81
Figure 10. Family Commitments are more Demanding and often Feel Pressurized to Meet the
Family Demands
34
Vol. 1, No. 4, pp. 21-45.
Just as employees are often presurrised by the management to meet the demands of the work, there could
also be a possibilty that they are often pressurised by the family members to meet their demands. The
above statement is presented before the respondents to discover the rigour of obligations or commitments
of their family. It is apparent from the table as well as the chart that 63% of the respondents strongly
agree that they often feel pressurized to meet the demands of their family. Among these, majority of
respondents are married. The remaining (37%) strongly disagree with the same statement. It is interesting
to note that, among these, majority are respondents with children.
Table 12. Most often Leave Absence is Due to Family Responsibilities and Pressure
With Without
Children Children
SA 26 3 15 15 6 9 30
SD 46 6 21 30 15 6 51
Total 72 9 36 45 21 15 81
Figure 11. Most often Leave Absence is Due to Family Responsibilities and Pressure
The chart vividly demonstrates that majority of the respondents (63%) do not subscribe to the statement
that the reason for their leave of absence is family responsibilities and pressure. Only 37% of the
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Vol. 1, No. 4, pp. 21-45.
respondents agree with the statement with majority being the respondents who are married but without
children.
Table 13. Time is Hardly Available for Pursuing Hobbies, Personal Interests or any other Social
Activities Due to Family Responsibilities and Pressure
With Without
Children Children
SA 36 3 24 15 15 9 39
SD 36 6 12 30 6 6 42
Total 72 9 36 45 21 15 81
Figure 12. Time is Hardly Available for Pursuing Hobbies, Personal Interests or any other Social
Activities Due to Family Responsibilities and Pressure
This statement is placed before the respondents to examine the intensity of their family pressure. It is also
possible that due to demanding family obligations, many employees may fail to find enough time to
pursue their hobbies and other social activities of personal interest. This is the common experience of
most of the employees who are married and the problem is more pronounced in the case of family with
children. The survey undertaken reinforces this common observation as 48% of the respondents strongly
agree with the general statement. As pointed out, the case is more common among the respondents who
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Vol. 1, No. 4, pp. 21-45.
are married and have children. However, it may also be noted that substantial percentage of respondents
(52%) strongly disagree with this general observation, with majority being the unmarried.
Table 14. Family often Complain about not Spending Quality Time with Them
With Without
Children Children
SA 45 3 30 18 15 15 48
SD 27 6 6 27 6 0 33
Total 72 9 36 45 21 15 81
Figure 13. Family often Complain about not Spending Quality Time with Them
This is a statement which aims at garnering information about the grouse of family members concerning
the amount of time employees spend with them. When employees have hectic schedule all the days at the
work place and also find themselves busy with some personal work after the business hours, this
complaint becomes common and glaring. This is because the schedules of this kind certainly rules out
availabilty of quality time to spend with the family. The chart reveals that 59% of the respondents
strongly agree that they face complaint from their family that they do not spend quality time with their
37
Vol. 1, No. 4, pp. 21-45.
family. The observation of the table reveal that majority among these are the respondents who are
married. The remaining respondents (41%) consisting largely the unmarried claim that they do not face
this complaint from their family members.
Table 15. Desire to Give more Time to the Family Whenever possible
With Without
Children Children
SA 72 9 36 45 21 15 81
SD 0 0 0 0 0 0 0
Total 72 9 36 45 21 15 81
Figure 14. Desire to Give more Time to the Family Whenever possible
This statement aims to explore the inclination of the employees to spend time with their family especially
whenever they find time in between their hectic work schedule. The table shows that all respondents
would like to spend more time with their family whenever there is a possibilty for it. They view family as
the the first and primary constituency to pay attention whenever they find extra time to spend.
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Vol. 1, No. 4, pp. 21-45.
Table 15. Very Much Concerned that Family Commitment Reduce the Work Efficiency
With Without
Children Children
SA 33 0 12 21 12 0 33
SD 39 9 24 24 9 15 48
Total 72 9 36 45 21 15 81
Figure 14. Very Much Concerned that Family Commitment Reduce the Work Efficiency
A plethora of factors influence work efficiency at the work place. In this study, an attempt has been made
to figure out the effect of family commitments on the work efficiency of the employees. The study
portrays that 41% of respondents strongly agree that their family commitments come in the way of their
efficiency at the work place. As per the study conducted, this is the complaint of respondents with
children which is the general perception also. However, 59% of respondents disagree with the statement.
It is interesting to note that all female who have participated in the survey do not subscribe to the
statement along with respondents who are married but without children.
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Vol. 1, No. 4, pp. 21-45.
Table 16. Employee Feedback on Family Life, Work Life and Performance at Work
Performance Number of
Situation Family Life Work Life %
at Work Respondents
1 Happy Happy Good 38 46.91
2 Happy Unhappy Good 28 34.57
3 Unhappy Happy Good 13 16.05
4 Unhappy Unhappy Good 2 2.47
5 Happy Happy Poor 0 0
6 Happy Unhappy Poor 0 0
7 Unhappy Happy Poor 0 0
8 Unhappy Unhappy Poor 0 0
Figure 15. Employee Feedback on Family Life, Work Life and Performance at Work
40
Vol. 1, No. 4, pp. 21-45.
It true that there is no foolproof method to measure very accurately the work-life balance of any working
individual. Probably, the sense of satisfaction experienced by working individual both with regard to
his/her personal and professional life would be the best possible metrics to measure it. The above
statement is preapred and presented in consonance with this view. This statement, in fact, addresses the
final objective of the research work. The chart reveals that 46.91% of the respondents say that both their
family and work life are enjoyable and their performance is also good the work place. In fact, this is a
very ideal situation which can be viewed as a state of work-life balance. It is interesting to note that
sizeable number of respondents fall in this category. In the second case, 34.57% of respondents say that
their family life is happy and work life is unhappy but their performance at work is good. The another
starta of respondents (16.05%) claim that their famly life is not satisfactory but work life is heartening
and the performance is good. The remaining participants (2.47%) opine that their family as well as work
life is not satisfactory but performance at work is good. There are no participants in the remaining four
categories. Thus, from the above table, it is clear that all respondents are happy with their performance at
work. The participants assert that despite their difficulty to cope with family and work pressure, they are
able deliever the expected result at the work place.
9. Results of Hypotheses Testing
i. Chi-square test was applied to test the dependency between the marital status and the time available for
pursuing hobbies and personal interests.
Table 17. The Contingency Table
Married Unmarried Total
Time Availabe 24 15 Row Total = 39
Time Not Available 12 30 Row Total = 42
Total Column Total = 36 Column Total = 45 Grand Total = 81
Table 18. Calculation of χ²
Sl. No Observed frequency Expected Fo – fe (fo-fe)² (fo – fe) ²/fe

(fo) Frequency (fe)
1 24 17.33 6.67 44.44 2.56
2 15 21.67 -6.67 44.44 2.05
3 12 18.67 -6.67 44.44 2.38
41
Vol. 1, No. 4, pp. 21-45.
4 30 23.33 6.67 44.44 1.905
Observed Chi- 8.901

square Value
The critical value of Chi-square is estimated from the table of Chi-square distribution. For degree of
freedom =1[(number of rows-1)(number of columns-1)] and level of significance level α=0.05 the critical
value is 3.841 which is less than the observed value of 8.901. Since the observed value is greater than the
crtical value the null hypothsis is rejected. In other words there is dependence between the marital status
of the respondent and the time the available for pursuing hobbies and personal interests.
ii. Chi-square Test was applied to test the dependency between family pressure and the marital status.
Table 19. The Contingency Table
Married Unmarried Total
Family Pressure 24 27 Row Total = 51
No Family Pressure 12 18 Row Total = 30
Total Column Total = 36 Column Total = 45 Grand Total = 81
Table 20. Calculation of χ²
Sl. No. Observed Expected fo – fe (fo-fe)² (fo – fe) ²/fe

frequency (fo) Frequency (fe)
1 24 22.67 2.67 7.1289 0.3145
2 27 28.33 -1.33 2.66 0.0939
3 12 13.33 -1.33 2.66 0.1996
4 18 16.67 2.67 7.1289 0.4276
Observed Chi- 1.0356

square Value
For degree of freedom =1[(number of rows -1)(number of columns-1)] and level of significance level
α=0.05, the critical value is 3.841 which is greater than the observed value of 1.0356. Since the observed
42
Vol. 1, No. 4, pp. 21-45.
value is less than the crtical value the null hypothsis cannot be rejected. In other words, it signifies that
family pressure is independent of marital status.
10. Discussion
It is true that, today, drawing a precise line of demarcation between work and famliy life is extremely
difficult. This is because the work-to-family interference and family-to-work interference is becoming
quite common among all working individuals. Therefore, it is a challenge for individuals to manage the
dual roles effectively and strike the balance between work and family demands. This is evident from the
study conducted. The study shows that the respondents are finding both family and work obligations
highly rigourous and more demanding. It is also apparent that their family and work life is inextricably
interwoven, affecting the time, energy and resources available for the two domains. This work-family
spillover can be both positive as well as negative. The study brings out the conflict-enrichment dimension
of family and work life (Friedman and Greenhaus, 2000). Conflict shows the incompatibility between
work and family whereas enrichment reflects the compatibility between them. Despite the juggling, the
data analysis reveals that 46.91% of the respondents fell in the category of ideal ‘work-life balance’
situation (See Situation 1 in Table-16). This can be considered the case of ‘work-family enrichment’. It
may be said that the remaining respondents have experienced work-life conflict, both work-to-family (See
Situation 2 in Table-16) and family-to-work conflict(See Situation 3 in Table-16). It may be noted that
the feeling of whether there is a balance or not is percieved by the individual. Each person experiences
balances in a different way (Poelmans et al 2008, Muna & Mansour 2009). Further, one can have work-
life conflict and yet still have work-life balance depending on how work-life balance is defined (Poelmans
et al 2008). Thus, the state of work-life balance for an individual depends on his/her perception of his/her
approach to and experience in both work and family domain. Some of the salient findings of the study
are:
 93% of the respondents strongly agree that work-life balance is more important than high wages
or job security
 89% of the respondents strongly agree that they are often expected to work long hours in office
to complete the work responsibilities
 81% of the respondents strongly agree that their work priorities hinder spending quality time
with their family
 70% of the respondents strongly agree that they missed many family functions due to work
responsibilities
 63% of the respondents strongly agree that they feel pressurized to meet the demands of the
family
 59% of the respondents strongly agree that their family often complain about not spending
quality time with them
 63% of the respondents strongly disagree that most often their leave of absence is due to family
responsibilities
 59% of the respondents strongly disagree that family commitment has reduced their work
efficiency
43
Vol. 1, No. 4, pp. 21-45.
11. Scope for Further Research
The ‘work-life balance’ is a fertile area for research because of changing work practices and more
demanding performance culture. Marred by the ill-effects of work-life conflict, today, both employees
and Organizations seriously look for work-life balance solutions. This calls for intervention by
researchers and seeks them to explore convincing solution for problems emanating from work-life
imbalance. Beside bank employees, study on work-life balance can be undertaken in the case of company
CEO’s, territory managers in sectors like insurance, pharma and logistics, doctors and nurses, journalists,
police personnel, politicians and cini stars. The problem faced by dual career couple also lends scope for
research on the subject of ‘work-life balance’. The research may be carried out to explore the relationship
between work-life balance and employee health, productivity, job satisfaction, Organizational loyalty etc.
Further, there is a need for developing a comprehensive measurement metrics which can objectively
measure the state of work-life balance considering relevant variables affecting both work and family life.
12. Conclusion
The globalization, technological advancement and increasing work pressures have made ‘work-life
balance’ an important issue among all working individuals. The issue is also a matter of equal concern for
Organizations employing such individuals. This is because the work-life conflict has negative impact on
employee health and work performance. Therefore, it is imperative that both employee and the
Organization play a vital role in striking a proper balance between personal and professional life.
Employees through proper time management and prioritizing skills can cope with the dynamics of ‘work-
life conflict’. By the same token, the company through its innovative ‘family friendly’ initiatives can deal
with the issue. When employee and the Organization together make conscious and concerted efforts, the
‘work-life balance’ truly becomes an easy affair and would benefit both the factions.
References
Buddhapriya, S. (2009). Work-family Challenges and their Impact on Career Decisions: A Study of
Indian Women Professionals. Vikalpa: The Journal for Decision Makers, 34(1): 31-45.
Duxbury, Linda & Higgins, Chris. (2001). Work-Life Balance in the New Millennium: Where Are We?
Where Do We Need to Go?.Canadian Policy Research Networks Discussion Paper No. W/12.
Retrieved May 30, 2013, from, http://www.cprn.org/documents/7314_en.pdf
Friedman, S. D. & Greenhaus, J. H. (2000). Work and Family- Allies or Enemies? What Happens When
Business Professionals Confront Life Choices. New York: Oxford University Press.
Guest, D. E. (2002). Perspectives on the study of work-life balance. Social Science Information, 41(2):
255-279.
Gutek, B. A., Searle, S., & Klepa L. (1991). Rational Versus Gender Role Explanations for Work-Family
Conflict. Journal of Applied Psychology, 76: 560-568.
Malik, Imran, Mohammad., Saleem, Farida., & Ahmad, Mehboob. (2010). Work –Life Balance and Job
Satisfaction Among Doctors in Pakistan. South Asian Journal of Management, 17(2):112-118
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Moore, F. (2007). Work Life Balance: Contrasting Managers and Workers in an MNC. Journal of
Employee Relations, 29(4): 385-399.
Muna, F. A., & Mansour, N. (2009). Balancing Work and Personal Life: The Leader as Acrobat. Journal
of Management Development, 28(2): 121-133.
Poelmans, S. A., Kalliath, T., & Brough, P. (2008). International Expert Commentary Achieving Work-
Life Balance: Current Theoretical and Practical Issues. Journal of Management and
Organization, 14: 227-238.
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Shankar, T., & Bhatnagar, J. (2010). Work Life Balance, Employee Engagement, Emotional
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45
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Issues and Challenges in Striking the Balance between Work

Keywords: Work-life Balance, Work-life Conflict, Work-life Responsibilities.

* Corresponding author. E-mail address: ajayaanchan@gmail.com

2. Need for the Study

3. Objectives of the Study

4. Work-Life Balance: A Conceptual Framework

7. Null Hypotheses for Statistical Testing

ii. Family pressure is not dependent on marital status.

Table 1. Frequency and Percentage of Demographic Factors

Frequency Percentage (%)

Table 4. Work-Life Responsibilities are more Demanding

Figure 3. Work-Life Responsibilities are more Demanding

Table 10. When at Home Feel Relaxed and Comfortable

Table 10. When at Home Feel Relaxed and Comfortable

1 Happy Happy Good 38 46.91

2 Happy Unhappy Good 28 34.57

3 Unhappy Happy Good 13 16.05

4 Unhappy Unhappy Good 2 2.47

5 Happy Happy Poor 0 0

6 Happy Unhappy Poor 0 0

7 Unhappy Happy Poor 0 0

8 Unhappy Unhappy Poor 0 0

9. Results of Hypotheses Testing

Table 17. The Contingency Table

Married Unmarried Total

Time Availabe 24 15 Row Total = 39

Time Not Available 12 30 Row Total = 42

Total Column Total = 36 Column Total = 45 Grand Total = 81

Table 18. Calculation of χ²

Sl. No Observed frequency Expected Fo – fe (fo-fe)² (fo – fe) ²/fe

1 24 17.33 6.67 44.44 2.56

2 15 21.67 -6.67 44.44 2.05

3 12 18.67 -6.67 44.44 2.38

4 30 23.33 6.67 44.44 1.905

Observed Chi- 8.901

Table 19. The Contingency Table

Married Unmarried Total

Family Pressure 24 27 Row Total = 51

No Family Pressure 12 18 Row Total = 30

Total Column Total = 36 Column Total = 45 Grand Total = 81

Table 20. Calculation of χ²

Sl. No. Observed Expected fo – fe (fo-fe)² (fo – fe) ²/fe

1 24 22.67 2.67 7.1289 0.3145

2 27 28.33 -1.33 2.66 0.0939

3 12 13.33 -1.33 2.66 0.1996

4 18 16.67 2.67 7.1289 0.4276

Observed Chi- 1.0356

11. Scope for Further Research

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