A Study of Psychosocial Well Being of Du

IRJMSH Vol 14 Issue 4 [Year 2023] ISSN 2277 – 9809 (0nline) 2348–9359 (Print)
A Study of Psychosocial Well-being of Dual-career Couples Working in IT

sector during Pandemic and Beyond
Sangeeta Guptaa, Poonam Devdutt b
a
Research Scholar, Psychology, Centre For Psychology &Human Behavior, Shobhit Institute of
Engineering & Technology, (NAAC Accredited Grade "A", Deemed to- be- University),
Meerut , INDIA
b
Professor& Director, Centre For Psychology &Human Behavior, Shobhit Institute of
Engineering & Technology (NAAC Accredited Grade "A", Deemed to- be- University), Meerut ,
INDIA
Abstract
The COVID-19 pandemic has significantly impacted the world, changing even the fundamentals
of people’s lives. The crisis has affected various aspects of life, including employment, personal
relationships, and mental health. The pandemic has also brought about significant changes to the
way people work, leading to increased stress and anxiety among employees. The concept of dual-
career couples, where both partners have equally demanding and ambitious careers, has become
increasingly prevalent in modern society. However, the pandemic has placed immense pressure on
these couples. They face unique challenges as they try to balance their professional and personal
lives, especially in the IT sector, known for its demanding and high-pressure work culture. As
many workplaces have shifted to remote work, these couples have had to navigate the demands of
their professional careers alongside the responsibilities of managing their households and personal
lives. This study explores how the pandemic has affected the psychosocial well-being of dual-
career couples” in the IT industry. Researcher considered 231 respondents working in IT sector to
know the factors that determine the Psychosocial Well-being of dual-career couples working in IT
sector during the pandemic and Beyond and found that Occupational stress, Work-life imbalance,
Role conflict and Stress management, and Perceived stress and Partner strain are factors that
determine the Psychosocial well-being of dual career couples working in IT sector.
Keywords: “dual-career,” COVID-19, IT, work-life balance, psychosocial well-being health.

Introduction
In recent years, there has been an upwelling in the number of “dual-career couples,” where both
partners are highly invested in their jobs. This trend has also been observed in India, where it has
become normalized and even essential for couples to work to improve their financial and societal
status. However, this has also brought about challenges for couples in performing their marital and
work roles, especially regarding childcare. It is imperative to strike an equilibrium and draw a clear
distinction between professional and personal to avoid work-life conflicts (Saini, 2018). More
women taking on professional responsibilities while also fulfilling familial duties. While dual-
career families offer several advantages, such as financial stability and professional growth, they
International Research Journal of Management Sociology & Humanity ( IRJMSH ) Page 282
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also face unique challenges. These challenges stem from the difficulty of balancing work and
family responsibilities. In traditional Indian families, women are still anticipated to do most of the
domestic errands, which can lead to conflict between career and household life. Dual-career
couples may also need to forgo job promotions or relocation opportunities due to the impact on
their spouse’s career or their children’s education. While they face unique challenges, they also
enjoy several benefits as well. (Ishrat & Wali, 2015).
Occupational stress is a significant issue that can lead to both psychological and physical health
problems. Mishra (2014) found that dual career couples reported increased levels of occupational
pressure compared to their single-career counterparts. This shows how important it is to develop
effective stress management interventions for dual-career couples to support their workplace well-
being. Dual-career couples often face difficulty finding a work-life balance due to various factors
such as long working hours, heavy workloads, lack of flexibility, and an unsupportive work
environment. Parveen & Palaniammal (2019) suggest that managing careers, family obligations,
and their own life is crucial for the comfort of these couples. A change is required in the financial
and psychological adjustments, and without a shift in mindset and lifestyle, dual-career couples
may continue to fight to achieve equilibrium between their professional and personal lives.
Efi & Parahyanti (2021) investigated the impact of “core self-evaluation” and “spousal support”
on the career-related well-being of dual-earning couples with relatively younger kids during the
COVID-19 pandemic and found that “core self-evaluation” plays a crucial role in predicting
career- personal life conflict and its impact on workplace well-being of dual spousal support was
found to have no significant impact. Specifically, the facilitating effect of work-family conflict
was found to predict the relationship between “core self-evaluation” and workplace comfort. This
emphasizes the significance of enhancing core self-evaluation to reduce adverse effects from
work-family strains and buffer against the negative impact on workplace well-being. Barnett
(1994) found that good aspects in the roles of partner or parent lessened the adverse mental health
consequences associated with poor work scenarios. When women have happy marriages or
successful parenthood, there is little correlation between work experiences and emotional anguish.
“Family role quality” also regulates the link between “job role quality” and mental anxiety. The
link between work situations and anxiety is greater when people have bad marital or parental
experiences. Despite the apparent emancipation of women in the IT industry, women’s domestic
role as caretakers is often reinforced due to the hectic lifestyle of IT professionals. Additionally,
the time spent at work reduces their ability to perform social obligations, such as maintaining
relationships with family and the community. A successful convergence between work and non-
work aspects is crucial for employees and employers alike, involving flexible working options and
work-life initiatives to enhance personal relationships and organizational outcomes (Basu, 2023).
Literature review
The pandemic has led many companies and agencies to adopt “work-from-home” (WFH) policies.
While WFH provides workers a sense of safety and security, it also increases their busyness as
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they have to balance office and household work. Keeping a “work-life balance” (WLB) is a task
for employees, and female workers show a higher WLB than male workers (Sulistiowati &
Komari, 2021). The COVID-19 pandemic has brought about a new normalized way of life, almost
erasing the borders between a workspace and a home. In a study conducted in Zimbabwe that
explored how dual-career couples were handling and creating an equilibrium between professional
and home spheres during the COVID-19 scenario, it was found that there was no prominent
difference in men’s outlooks toward care work or consensual participation in household chores,
and care work continued to be seen as a gendered work to be done by women. This shows the need
for a shift in attitudes toward care work and the weight it places on women (Munodawafa &
Zengeni, 2022).
(Bhumika, 2020) analyzed the relation of “work-life balance” with mental exhaustion in personnel
who had to indulge in “work from home” during the “pandemic-induced nationwide lockdown” in
India and found that women experienced more distress due to domestic life intrusion in work than
men during the WFH period. But, the link between workplace life in the domestic sphere and
emotional distress did not have any relationship with gender. Participative leadership was found
to help lessen work's impact on personal life, which could help workers feel less emotionally worn
out. Khatri & Manju (2019) found no significant gender differences in marital adjustment,
indicating that both males and females had similar levels of marital adjustment. Regarding
psychological well-being, substantial gender variances were found in most subscales except for
sociability, where females had significantly higher scores than males. They also found a positive
and significant correlation between marital compromises and mental health, particularly in the
subscales of sociability, self-esteem, joviality, and emotional stability.
The COVID-19 pandemic disproportionately affected mothers, who did the larger share of
childcare responsibilities. This unequal division of labor adversely influenced mothers’ work,
relationships, and general health. In a study done by Calarco et al. (2021), it was revealed that both
heterosexual caretakers justified the indiscriminate parenting arrangement built on gendered
cultural and structural conditionings that forces mothers’ unfair labor division to be accepted as
concrete and usual. This explanation helps to understand how mothers were excluded from the
workforce even after educational institutions and childcare centres reopened. Barnett & Shen
(1997) examined the connection between “schedule control” and gender variances in hours
invested in housework and paid work between full-time working couples and found that women
invest a more considerable amount of time on work related to the household than their spouses,
but when hours spent in paid work are considered, the gender difference disappears. This supports
the need for redefining household chores and considering them equal to paid employment.
The unequal distribution of household responsibilities and childcare fell mainly on mothers,
leading to a significant gender disparity. Despite these challenges, women did not give up their
professional aspirations and were motivated to improve their family’s financial situation and self-
development opportunities. However, the pandemic only delayed their expected success. It is vital
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to attain a successful convergence between work and personal aspects for employees and
employers alike, with adaptable working choices and work-life enterprises becoming more
normalised irrespective of gender or superiority in an organisation (Karoń, 2022). Craig &
Churchill (2020) found that mothers’ unpaid work time increased even more during the lockdown,
but the gender gap in childcare narrowed somewhat as fathers spent more time with their children.
However, more women than men were dissatisfied with their “work-family balance,” and their
spouse’s portion of the load preceding and during COVID-19, and many women still felt that they
were doing more than their fair share. The study also found that more fathers described feeling
increased stages of “subjective time stress,” “unfairness,” and “dissatisfaction” about balancing
paid work and family care, highlighting the need for both men and women to invest better at home
to promote better gender equality.
Barnett et al. did a study in 1993 on the relationship between “job role quality” and mental distress.
They found that “job role quality” is strongly and negatively related to mental distress for both
women and men, and that the degree to which it affects each gender is the same. This challenges
the widespread belief that work experiences influence men’s mental health more than women’s.
They also suggested that differences in job experiences between men and women may have been
inaccurately labelled as gender differences in past studies. The study also found that women
showed considerably greater levels of psychological distress than men. Delina & Raya (2016)
found that dual-career couples experience significant challenges in achieving “work-life balance”
(WLB) and that the concepts of “work-life balance” have a solid impact on their satisfaction with
WLB, and that WLB is an indicator of an individual’s general quality of life. The obstacles faced
by “dual-career couples” in managing their personal and professional lives include inadequate
allocation of work and home priorities, inability to manage time, submitting to the burdens of huge
working time, and bad mental and physical health due to various stress-inducing factors.
With the growing number of working women in India, there has been a significant impact on the
workforce demographics, leading to an increase in dual-earner households and nuclear families.
This change has made it difficult for employed women to balance their families and career. The
imbalance between work and family life can cause physical, mental, and psychosocial issues, and
influence the comfort of women’s lives and their job satisfaction. Personal initiatives and
supportive organisational environments are necessary to achieve life satisfaction and work-family
balance among employees (Lalmuanawma & Elizabeth, 2021). (Uddin, 2021) highlighted the
struggles faced by working women in attaining “work-life balance” (WLB), especially during the
pandemic. Traditional gendered perspectives and societal norms play an important part in shaping
the concept of WLB, while family and spousal support, flexibility, and organisational support are
crucial in motivating women to balance their work and personal commitments. Still, negative
attitudes towards working women, gendered stereotypes, and the pressure to manage multiple roles
make it difficult for women to achieve WLB. By integrating both their professional and personal
lives, employed women may be able to achieve better performance and outcomes during the
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pandemic. Shanmugam (2017) inferred that career breaks due to motherhood are common, and the
career profile and the amount of career accomplishment are significant judges of entering into their
careers again for young mothers. Support and encouragement from extended families also play a
crucial role in helping women’s career perseverance and return to their careers after motherhood,
a unique feature of the Indian social fabric.
demographics of the workforce, leading to an increase in dual-earner households and nuclear
families. This change has made it difficult for employed women to balance their families and
career. The imbalance between work and family life can cause physical, mental, and psychosocial
issues, and influence the comfort of women’s lives and their job satisfaction. Personal initiatives
and supportive organizational environments are necessary to achieve life satisfaction and work-
family balance among employees (Lalmuanawma & Elizabeth, 2021). (Uddin, 2021) highlighted
the struggles faced by working women in attaining “work-life balance” (WLB), especially during
the pandemic. Traditional gendered perspectives and societal norms play an important part in
shaping the concept of WLB, while family and spousal support, flexibility, and organizational
support are crucial in motivating women to balance their work and personal commitments. Still,
negative attitudes towards working women, gendered stereotypes, and the pressure to manage
multiple roles make it difficult for women to achieve WLB. By integrating both their professional
and personal lives, employed women may be able to achieve better performance and outcomes
during the pandemic. Shanmugam (2017) inferred that career breaks due to motherhood are
common, and that the career profile and the amount of career accomplishment are significant
determinants of returning to their careers for young mothers. Support and encouragement from
extended families also play a crucial role in helping women’s career perseverance and return to
their careers after motherhood, a unique feature of the Indian social fabric.
demographics of the workforce, leading to an increase in dual-earner households and nuclear
families. This change has made it difficult for employed women to balance their families and
career. The imbalance between work and family life can cause physical, mental, and psychosocial
issues, and influence the comfort of women’s lives and their job satisfaction. Personal initiatives
and supportive organizational environments are necessary to achieve life satisfaction and work-
family balance among employees (Lalmuanawma & Elizabeth, 2021). (Uddin, 2021) highlighted
the struggles faced by working women in attaining “work-life balance” (WLB), especially during
the pandemic. Traditional gendered perspectives and societal norms play an important part in
shaping the concept of WLB, while family and spousal support, flexibility, and organizational
support are crucial in motivating women to balance their work and personal commitments. Still,
negative attitudes towards working women, gendered stereotypes, and the pressure to manage
multiple roles make it difficult for women to achieve WLB. By integrating both their professional
and personal lives, employed women may be able to achieve better performance and outcomes
www.irjmsh.com
during the pandemic. Shanmugam (2017) inferred that career breaks due to motherhood are
common, and that the career profile and the amount of career accomplishment are significant
determinants of returning to their careers for young mothers. Support and encouragement from
extended families also play a crucial role in helping women’s career perseverance and return to
their careers after motherhood, which is a unique feature of the Indian social fabric.
Caregivers of children showed more significant “perceived stress” and “partner strain,” while those
caring for elders described higher “perceived stress” and mental distress. “Sandwiched caregivers”
show substandard general psychosocial functioning, except for work-to-family conflict. And
“sandwiched women” testified to a higher struggle between personal and career related issues and
encouragement and care from their spouses than what was reported by men. IT professionals
managing diverse caregiving roles understand the professional-personal interface in a different
way as compared to non-caregivers. Gender differences are very prominent in “sandwiched
caregivers” experiences of stress outside of caretaking (DePasquale et al., 2015).
Higgins et al. (2010) studied gender differences in the relationship between “work and family
demands,” “coping mechanisms,” and stress. They found that men coped with overload by scaling
back more than women, whereas women coped with overload by bringing changes in domestic
roles. By restructuring the family or domestic role, the relationship between congestion due to
expectations and stress can be mediated better for both men and women. However, still, the
influence of gender was not significant. Work role restructuring helped only men maintain the
relationship between overload and stress. Also, men and women may have very different means
of managing career and domestic demands, and the effectiveness of coping strategies may vary by
gender.
Manoharan et al. (2022) explored the association between “work-life balance” and job satisfaction
among female personnel in the IT and ITES sectors, and its impact on organisational performance
and found that effective “work-life balance” increases job satisfaction, which in turn improves
organisational investment and provides IT enterprises with a competitive benefit. “Work-life
balance” has been a topic of concern and debate among IT researchers and academics due to a high
attrition rate, job stress, health issues, and talent pool turnover. The study also revealed significant
differences in the impact of work demands on workers’ ability to care for their families based on
gender, job type, and managerial level.
Neault & Pickerell (2005) studied the difficulties that influence work, home, family, and personal
health, as well as achievement tactics reported by dual-career couples, and they found that the
challenges they face include ‘role conflict,” “bond strain, monetary anxieties, time and stress
management, and “work-life balance.” Counseling interventions can be used to address these
challenges. Counselors can focus on building stronger relationships, helping deal with problems
that arise with role management, building skills and practices that can make life better, and
teaching how to adopt wellness and resiliency to cope with these problems.
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Vijayalakshmi et al. (2022) found that work-life imbalance due to gender, nature of work, and
marital status was prevalent, but the implementation of specific practices and policies such as part-
time working, job sharing, flextime, and teleworking can help reduce the imbalances and improve
work-life balance. Companies should focus on improving employees’ productivity by adopting
practices and policies that promote work-life balance. Individuals can improve their work-life
balance by being self-disciplined, communicating with family members regarding work and family
issues, and planning long-term family trips.
Objective
To know the factors determining the Psychosocial Well-being of dual-career couples working in
IT sector during the Pandemic and Beyond.
Methodology
Researcher considered 231 respondents working in IT sector to know the factors that determine
the Psychosocial Well-being of dual-career couples working in IT sector during the Pandemic and
Beyond. The data of this study was collected through ‘Random Sampling method’ and analyzed
by ‘Exploratory Factor Analysis’ to get the results
Findings
The table below shares the general details of the respondents, of which 68.8% are male and 31.2%
are female. 29.0% of the respondents are below 32 years of age, 31.6% are between 32-38 years
of age, and the rest, 39.4%, are above 38 years of age. 22.5% of the respondents are graduates and
above, 29.0% have a diploma, 31.6% have a professional degree, and the rest, 16.9%, have other
educational backgrounds. 17.7% are the technical head, 26.0% are associate technical managers,
22.9% are programmers, and the rest 33.3% are developers.
General Details
Variables Respondents Percentage
Gender
Male 159 68.8
Female 72 31.2
Total 231 100
Age (years)
Below 32 67 29.0
32-38 73 31.6
Above 38 91 39.4
Total 231 100
Education
Graduate and above 52 22.5
Diploma 67 29.0
Professional Degree 73 31.6
Others 39 16.9
Total 231 100
Designation
Technical Head 41 17.7
Associate Technical Manager 60 26.0
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Programmer 53 22.9
Developer 77 33.3
Total 231 100
“KMO and Bartlett’s Test”
Kaiser-Meyer-Olkin Measure of Sampling
.869
Adequacy.
Approx. Chi-Square 3687.716
Bartlett’s Test of
df 136
Sphericity
Sig. .000
In the table above, “KMO and Bartlett’s Test,” above KMO value found is .869.
The table below shares the general details of the respondents, of whom 68.8% are male and 31.2%
are female. 29.0% of the respondents are below 32 years of age, 31.6% are between 32-38 years
of age, and the rest, 39.4%, are above 38 years of age. 22.5% of the respondents are graduates or
above, 29.0% have a diploma, 31.6% have a professional degree, and the rest, 16.9%, have other
educational backgrounds. 17.7% are the technical head, 26.0% are associate technical managers,
22.9% are programmers, and the rest, 33.3%, are developers.
Total Variance Explained
Initial Eigenvalues Rotation Sums of Squared Loadings
Component % of % of
Total Cumulative % Total Cumulative %
Variance Variance
1 7.946 46.744 46.744 4.283 25.196 25.196
2 2.371 13.949 60.692 3.241 19.064 44.260
3 1.951 11.474 72.166 2.990 17.590 61.850
4 1.098 6.460 78.627 2.852 16.776 78.627
5 .765 4.502 83.128
6 .461 2.715 85.843
7 .427 2.514 88.357
8 .381 2.239 90.596
9 .336 1.978 92.574
10 .289 1.697 94.271
11 .256 1.507 95.779
12 .204 1.202 96.980
13 .188 1.105 98.086
14 .129 .757 98.843
15 .097 .573 99.416
16 .052 .304 99.720
17 .048 .280 100.000
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All the 4 factors explain total 78% of the variance. The variance explained by first factor is
25.196%, followed by the second factor at 19.064%, the third factor having 17.590%, and the
fourth factor explains 16.776% of the variance.
Above is the Graphical presentation of the Eigen values obtained from the Total Variance
Explained table.
Factors and Variables

S. Factor Factor
Statements
No. Loading Reliability
Occupational stress .958
Dual-career couples report increased levels of occupational
1. .847
pressure
It is important to develop effective stress management
2. .828
interventions
Dual-career couples often face difficulty in finding a work-
3. .825
life balance
Long working hours and heavy workloads lead to
4. .816
occupational stress
Dual career couples face a lack of flexibility and an
5. .804
unsupportive work environment
Work-life imbalance .902
Work-life balance is possible through the implementation of
6. .856
part-time working and job sharing
Flextime and teleworking can help reduce the imbalances and
7. .851
improve work-life balance
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8. Being self-disciplined may improve work-life balance .843

Communicating with family members regarding work and
9. .752
family issues
Role conflict and Stress management .898
10. It is important to build strong relationships .878
11. Help deal with problems that arise with role management .877
12. Building skills and practices help in making life better .838
13. Adopt wellness and resiliency to cope with problems .608
Perceived stress and Partner strain .832
Sandwiched caregivers show substandard general
14. .874
psychosocial functioning
Sandwiched women testified higher struggle between
15. .843
personal and career related issues
Women coped with overload by bringing changes in domestic
16. .820
roles
Domestic demands and the effectiveness of coping strategies
17. .656
lead to Perceived stress and Partner strain
Development of the factors
1st factor is Occupational stress which includes variables like Dual career couples reporting an
increased level of occupational pressure; it is vital to develop effective stress management
interventions. Dual-career couples often face difficulty finding a work-life balance; long working
hours and heavy workloads lead to occupational stress. Dual career couples face a lack of
flexibility and an unsupportive work environment. 2nd factor is Work-life imbalance and its
associated variables. Work-life balance is possible by implementing part-time working and job
sharing; Flextime and teleworking can help reduce the imbalances and improve work-life balance;
being self-disciplined may improve work-life balance by improving communication with family
members regarding work and family issues. 3rd factor is Role conflict and Stress management
which includes the variables like: It is important to build strong relationships, Help deal with
problems that arise with role management; build skills and practices that help make life better; and
adopt wellness and resiliency to cope with problems. 4th variable is Perceived stress and Partner
strain which includes variables like sandwiched caregivers showing substandard general
psychosocial functioning. Sandwiched women testified to a higher struggle between personal and
career related issues; women cope with overload by changing domestic roles and Domestic
demands, and the effectiveness of coping strategies leads to Perceived stress and Partner strain.
Reliability Statistics
Cronbach’s Alpha N of Items
.919 17
The table above shows the reliability, which is 0.919, of all the 17 items that include the variables
related to the Psychosocial Well-being of dual-career couples working in IT sector during the
Pandemic and Beyond.
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Conclusion
The pandemic has brought about significant changes in how people work and live, with many
adapting to new working arrangements, such as remote work and flexible schedules. It has
disrupted the traditional “work-life balance” and contributed to the stress and anxiety that dual-
career couples experience. Also, the blurring of the line between work and personal life has given
these couples a new set of problems to deal with, especially when it comes to taking care of
housework and kids. The study highlights the unique challenges faced by these couples, including
work-life balance, stress management, relationship dynamics, and career growth, among others.
Looking beyond the pandemic, organizations need to prioritize the psychosocial well-being of
their employees, particularly those in dual-career relationships. This includes developing policies
and practices that support work-life balance, facilitating access to mental health resources and
support, and promoting a culture of inclusivity and diversity. By understanding these issues,
organizations can develop effective strategies to support the well-being of their employees and
foster a culture of resilience and adaptability in the face of future challenges. The study explored
different factors determining the Psychosocial Well-being of dual-career couples working in IT
during the Pandemic and Beyond. It is found that Occupational stress, Work-life imbalance, Role
conflict, Stress management, Perceived stress, and Partner strain are factors that determine the
Psychosocial Well-being of dual-career couples working in the IT sector.
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IRJMSH Vol 14 Issue 4 [Year 2023] ISSN 2277 – 9809 (0nline) 2348–9359 (Print)

A Study of Psychosocial Well-being of Dual-career Couples Working in IT

Keywords: “dual-career,” COVID-19, IT, work-life balance, psychosocial well-being health.

Factors and Variables

8. Being self-disciplined may improve work-life balance .843

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