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243
 WORK LIFE BALANCE OF WORKING WOMEN
lN SER.VICE SECTOR

THESIS

SUBMITTED TO APG (ALAKH PRAKASH GOYAL) SHIMLA UNIVERSITY,

SHIMLA FOR THE A WARD OF THE DEGREE OF

DOCTOR OF PHILOSOPHY

IN

MANAGEMENT

A.LAkH PRA.KASH GOYAL

I SHIMLA
UNIVER
~
SITY
- ·1• ~ ...... ._ .. ,
- ... ... w: ..

Submitted by: Supervised by :

Kusha Pandit
Research Scholar Prof (Dr.) Ku/deep Kumar

School of Management,
APG (Alakh Prakash Goyal) Shimla University, Shimla ..
Shogh1. Bypass Roa d ' Sh'im la -171013 ' Himachal Pradesh, lndta

2019
 Cll-\PTER 10
FINDINGS, RECOl\fl\t:ENn
ATJONsANn
Work life balance is not same for both the CONcLus10N
genders It.
in our society we re earl ier restricted . is rather ch alleng in £ .
women . to household w g or Working women
they perform multiple tasks both • 0 rk only but tad . . .
,onien as in Personal and c . ay it is different for
· of household were · As it w
Pro 1ess1 0 na I life.
'' . respons1·b·1·
1 1t1es . .d.
Iat their restricted to ch' Id as sa1 in the past
t1 . d h I care and f ·1
. to outshme an accept c allenges in both th . am, y care. But now they are
1,kelY e domains of their Ii .
. d the present study has been accepted to exa . ves. With this perception in
1111n ' . . . rn ine the level of Work I'
n in banking, tourism, educational and health . ife balance among working
woine sector in Himachal Pradesh.

Banking Sector:
10. I·I·

FINDINGS

I The study finds that working women in all the service sectors h •
. w o are younger m age, are not
sufficiently able to maintain their work life balance in terms of their personal environment,
personal life expectations and personal satisfactions. Hence, the service sectors organizations
need to relax norms of service hours and working conditions for new entrants at least for five
years' service to motivate and to help them maintaining their work life balance thereby adjust
in the working environment comfortably.

II. ln the finding it has been observed that women employees who are above the age of SO have a
balanced work life as per their personal and work environment, personal and work life
.~ expectat'ion, compared to women less than SO
satisfaction and personal and work lt1e
age group in the banking sector. h of
. ban kin g sector who have more t an 20 years
III. It also been found that women employee m
. fi1e d as compared to all other women emp 1oyees-
h· hly sat1s
experience in the banking sector are ,g I life expectation and work and
. t work and persona
based upon work and personal envtronmen ' ees having an experience
emp oy1 .
. Observed that women
persona life satisfaction. But it was also . with their work environment, work life
. .
less than a year are also thnvmg to be more satisfied

expectation and work life satisfaction.

244
 It has also been found during the research that married working women are more Sat1sf.
IV.
their personal environment, personal life expectation ao d personal life satisfaction · ''din
contrast single working women are more satisfied in their work environrne · llut in
nt, Work l'!'.
expectation and work life satisfaction. 1.e

From the survey it can be interpreted that women whose income is more th an 10 lakh .
V. 1
banking sector are more satisfied as compared to rest of the working women as Per ths 11.
personal and work environment, personal and work life expectation and personal a eir
nd Work l1f
satisfaction. e
VI. It has also been found that women who have 2 number of dependents have high est Work 1·f
1
balance as per their personal and work environment, personal and work life ex pectation
. and
e
personal and work life satisfaction in the banking sector.

SUGGESTIONS:
1. To the women employees:

• Planning the activities and arranging the tasks can help to take out some free fime w h'ich can be
applied for other purposes.
• Drop activities that save women time or energy .

• Women should manage time properly

Should relax the body to burn the stress out

• Use the services available for Work Life Balance m

. organ1zat1ons.
. .

2. To the organizations:

• Long working hours of workers must be avoid ed as 1ar

c as poss .ible .

Should involve Women contribution in strategy making.

Part time working during first sta ge of· C htld

. Care must be prearranged.

• Childcare Hubs at workplaces must be there.

3. To the Government:

• Creating and strengthening a precise a d 1·

n re table data-base on women workers.
• Truthful work life culture must be
IO I 2 T . encouraged amongst the employees.
· · • ounsm Sector:

245
 The study finds that women
employees Who a
work 1ife as per their personal . re above the age of 50 have b I
environment d
· 'personal lit a a ance
expectation, compared to women belo · e:
e sat1s 1action and personal life
IJ. It has also been found that per th . w 30 age grou P 10 . .
tourism sector.
. e1r work environment w .
life expectation women are mor .
. ' ork ltfe satisfactio n and work
e satisfied who are above the
to women 41-50 age group int .
ounsm secto r. age group of 50, com pared
III. The study finds that the women mo th
. .
re an 20 years 0 f · •
are highly satisfied as compared less th experienc e m the tourism sector
an 1-year women employees have least work life
balance based on personal
environment pe -e:
' rsona 1 1he expectatio .
n and perso nal life
satisfaction and it has also been found that w h h
omen w o ave 1-10 years of experienc •
e
have least work life balance based upon their work envir
onment, work life expectation
and work life satisfaction.
IV. The research has also found that women whose incom
e is more than 1Olakhs are more
satisfied as compared to working women whose incom
e is less than 2.Slakhs in tourism
sector as per their personal and work environment, perso
nal and work life expectation
and personal and work life satisfaction.
V. The study also shows that married working women are
more satisfied in their personal
environment, personal life expectation and personal life
satisfaction. In contrast single
·
workmg women are more sa t'1s ti1e d in their work environment, work life expectation
and work life satisfaction in the tourism sector.
VI. It has been found during the researc h wor k that women have l number of dependents
. .
er their personal environment, personal life
have highest work life balance as P
. .
t' sfact d to Onumber of dependents have
·.c:
expectation and perso nal l11 e sa 1 1on as compare

least work life balance. h e + number of dependents have

vu. d that women who av 2
ln contrast it has also been foun ' . t ork life expectation and work
heir work env 1ronm en 'w . .
highest work life balance as pert d t have least work life balance m
f depen en s ,
life satisfaction as compared t0 2 number o
tourism sector.

246
SUGGESTIONS: . . d try fi nding that the long, unsocial hour .
. h touri sm in us '
s
• Work -life balance 111 t e . ·h ·ob in securi ty, role ambigui ty, job inde \V1th in·
the
. of stress related wit J
industry, the stages . Pende nce
. ures and psyc holog ical symp toms are , . and
time press ures, togethe1. w1'th home ltfe press variab1
es that
im act negatively on wo1-k- life balance.
P .b t'on as does a sound and clear leadership st
• Job sharin g is also a policy that contn u I
y1e.
. . ·elated problems as well as some policies for applic .
• more thorough examinat10n of the t
. . at1onand
hat work-life balance can endorse.
reduction of the negative impact t
I0.1.3 . Educational sector:

FINDINGS
I. The study finds that women employee s who are above the
age of 50 have a balanced work life
.
as per their persona1 an d woi·k environment' personal and work life satisfaction and pe
rsonal
·.:- expec t ti·on But the women below 30 age group have
an d wor k \11e a • - least work life balanc .
e1n
their personal environment, personal life expectation and
personal life satisfaction in education
sector. Similarly, women lying in the age group of 31-40 in
educational sector have a least work
life balance as per their work environment, work life expe
ctation and work life satisfaction .
II. The research finds that women who are having more
than 20 years of experience in the
education sector are highly satisfied as compared less than
1-10 years women employees have
least work life balance based on personal and work envir
onment, perso nal and work life
expectation and personal and work life satisfaction.
III. From the research it has found that women whose incom
e is more than 10 lakhs are more
sati sfi ed as compared to working women whose income is
less than 2. 5lakh s in educationsector
as per their personal and work environment, personal and
work life expec tation and personal
and work life sati sfaction.
IV. In both personal and work environment, personal and work
life expectation and perso nal arrrl
work life satisfaction marri ed working wom en are more satisf
ied as compared to single workin g
women.
V. The study find s that women having 2 number of dependen
ts have highest work life balance as
per their perso nal environment, personal life expectatio
n and personal life satisfaction as
comp ared to Onumb er of dependents have least work life
balance.

247
 rhe study also fi nds that women h . g 2+ n
. av1n
yl. umber of d
b Janee as per the1r work enviro nrn ent, Work . ependents have .
a . highe st work life
hfe expe ctat'
rnpared to Onumber of depend ents have I ion and wo k .
co east Work life b I r life satisfaction as
a ance

suGGESTIONS
Increasing issues relat ed to t·irn e and P .
. unct ual1ty start·
mg fro m late coming, co nfmuous
requests for leav e, contmuou s di stract'ion when at k
. . d f wor because of Phone calls , etc., leadin g to
low prod uct1 v1ty an e ficiency at work plac e.

The in stant spillover of poor re 1anty . .

gu is abse nteei sm and .111
' some case, could lead to
the working women quitting her job.

Due to the conflict in her personal a d Dess1 .

. . n pro onal life, the working women performance
t·
gets affected wh ich m turn has a repeated effec · poor acce ptance by the team , increased
·
management, low self-esteem and a feeling of be·mg mistreated by peers/coll eagues.
· 'fi .
The reduced eagerness of the workin g wo men an d as a s1g111 1cance her creative streak
fully affected a liabil ity to the company. '
capa city to learn new things and inno vate gets harm
10. 1.4. Health Sector:
FINDINGS
e the age of 50 have a balanced work life
f. The study finds that women employees who are abov
satisfaction and personal life expectation,
as per their personal environment, personal life
h sector.
compared to women less than 50 age group in healt
who are above the age of 50 have a balanced
II. The stud y al so indicates that women employees
life satisfaction and work life expectation,
work life as per their work environment, work
h secto r.
compared to women in 41- 50 age group in healt
. h 20 s of experience in the health sector are
e t an year
III. The study finds that women havm g mor
. . n em lo ees have least work life balance based
e P Y
highly satisfied as compared to 1-10 year s wom 'k life expectation and perso nal and work
d
wo r
on personal and work environment, personal an

life satisfaction. h 10 lakhs are more satisfied as

.
. me is more t an .
IV. • · cates that wom en whose mco
Th e study also md1 kh in health sector as per their
I
. ome is less than 2.5 a s
compared to working women who se me 248
 work and personal en · ment wor k an d personal life expectat
vJron ion and person a\

'
'
satisfaction. and
\\i()rk .
V. The study finds that . ·k. w om en are more sat'1s fi d · h · l1r~
married wot m g 1e m t e1r perso
environment, person k
al and wor life expectation, personal and wo rk . na\ and
life satisfactio
to sing le women. %rk
n cotnl\
VI. The study finds that Pare(\
women havm . 2 nu m be r of de .
g pe nd en ts have highes
per their personal an t work !if b
. .
d work envu onm en t pe rs on al and w or k
. . ' life expectation, pe e a\an~
. rso e
life sat1sfact10n as
compare d to 2+ nu m be r of de pe nd en ts ha ve na\ and v., as
least w or k life balan
()rk
ce.
SU G G ES TI O N S:

• Many doctors and

nurses are re qu ir ed
to w or k lo ng ho ur
st ru gg le between th s, ni gh t shifts and
eir personal and pr this causes a
of es si on al lives. T
th at the doctors, nu he na tu re s of w or k at
rses are pr es en t at hospitals demand
th e w or k at od d ho
w om en ability to ta ur s. T hi s al so has
ke ca re of he r ow n a peal on the working
health.
• T he do ct or s and nu
rs es are co nt in ua lly
st ru gg li ng to en su
sh e gi ve s to he r pa re a ba la nc e betwee
tie nt s and th e ca re n the care
sh e gi ve s to he rs el
H ed de rw ick 344 (2 f an d to he r fa m ily
012) , a co ns ul ta nt . According to Sara
in in fe ct io us di se
w ha t on e w an ts to as es at B el fa st , th
do to he lp pa tie nt s er e is no boundary
ge t be tt er, bu t to do for
th at th ey re m ai n th at , he al th ca re sp ec ia
he al th y to o. T ry in lis ts must certify
g to ac hi ev e th is
pr of es si on al liv es w or k lif e ba la nc
is ve ry di ff ic ul t, pa e be tw ee n personal
rt ic ul ar ly fo r th os and
st ru gg le of te n le ad e w ho ha ve fa m il ie s an d depend
s to st re ss in th e do ents. This
ct or s an d nu rs e' s
• lif e .
H os pi ta ls to da y ar
e su cc ee de d lik e a
bu si ne ss an d ar e
no lo ng er du ll an d
Y et, th is ha sn 't miserab le place s.
ta ke n aw ay th e
se ri ou s im po rt an
ce of de vo te d m
pr of es s io na ls. N ei ed ic al and param
th er ha s it m ad e edical
an y ch an ge in th
e st re ss th at th es
w om en fa ce be ca e ca te go ri es of wo
u se of th e lo ng an
d un re as on ab le ho
rking
ur s' th ey ha ve to
tr ue fo r th e nu rs in pu t in . T hi s is spec
g st af f. ifically
10.2. CONCLUSION
AND FUTURE PRO
SPECTUS
W om en es ta bl is h
a si gn if ic an t se ct
io n o f th e w or kf
or ce . B ut st il l m
th ei r jo bs du e to os t o f th e ed uc at
va ri ou s si tu at io ns ed w om en has left
ne ed s to be ad dr
es se d. T he di ff ic
w om en ar e m os ul ti es fa ce d by m
t of te n ha s to fa
ce a br ea k in th an y working
ei r pr of es si on s
ar is es du e to m ot
he rh oo d an d family

249
 . . ., It is obvious from the above st d
·bt1 1t1t.: 5. u y th
. onst at Workin
re:iP . balance of work can have seriou g Wornen work· .
fllain1a1n a s consequences on th I'" ing in the tourismindustry
io . 1·c: .
d professional 11e conflict occur Wh e r1eofa n in .
. d'1v1dua1.
rsonal an . . en the Working wome
p, . . ·1•ties of work and fam J!y roles become . n face difficulties t b I .
nsibt I mismatched . In other wo d o aancethe1r
,spo . d d t. I
re;- . banking an e uca iona sector are p ..c . r s, we can say that k'
en 111 e, ,arming Well . wor mg
,•01J1 k. on Job kno I d
' h'p Whereas wor mg women in health s we ge and interpersonal
jations , . . ector are having an ed .
re ' . arts in restrictions hke attitude towards work and . ge over their public sector
countefP desire for career growth.
l'he study recommends that work life balance . b .
can e attamed b fi0 . . . .
.
creating cooperative .
working ..
conditions, introducing b' Y rmmg inspiring . societal
groups, . . un tased rewards and tmplementing
-oriented polic1es. The study concluded that the work l'fi b h ..
I e aIance as become an exped1t1on
employee
for pro fess ion aIs of banking, ed uca ti on al' hea! th and tour ism sectors of Shim la, So Ian and Ku llu districts
of Hirnachal Pradesh.

Future research must focus on a broader sample in order to get more comprehensive resu lts.
• or·e, it must be focused at understanding individual changes so that employee specific
f,urt f1e1111

111 .. ·
. 1t1at1ves to ·mprove
1 work life balance could be introduced by officialdoms.

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