A STUDY ON IMPACT OF COVID-19 ON WORK LIFE BALANCE

OF EMPLOYEE IN AN ORGANIZATION

A PROJECT REPORT

Submitted by

JEEVANANDHAN A

Reg.No.:23MBR038

MATER OF BUSINESS ADMINISTRATION

KONGU ENGINEERING COLLEGE

(An Autonomous Institution, affiliated to Anna University Chennai and Approved by AICTE, New
Delhi)

ERODE-638052
ABSTRACT:

Work-life balance (WLB) has become one of the significant issues faced by
employees around the world in today’s unpredictable and fast-paced business world. And
it is difficult to maintain in achieving work-life balance. Having a healthy work-life
balance is not only important for health, well-being, and family of employees but also
important in improving the productivity and ultimate performance of the employees. And
also, if the employees have healthy work-life balance, it can be automatically assumed that
they also have healthy well-being and which can lead to the significant performance of
them. That can also help the organization to be successful. The aim of this research was
conducted the analysis of the link between WLB, employee well-being and performance.
This study investigated the effects of COVID-19 on WLB and the impacts of both poor
and good WLB on employee well-being and performance. The result of this research study
indicated that there is a strong relationship between WLB, Employee well-being and
Performance. Additional Insights such as the importance of WLB on employee well-being,
the important of employee well-being on employee performance have been resulted. This
research suggested that employers including top management should enhance the WLB,
well-being of employees to get the sustainable benefits to the organizations. This paper
was documentary research type which is based on past studies of various researchers such
as books, magazines, journals, newspaper and online electronic sources of what they had
been analyzed about WLB. And the researcher found that WLB and Employee well-being
were part of the strategies toward individual and organization performance.

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 INTRODUCTION

1.1 INTRODUCTION:

Work-life Balance is ―Extent to which one‘s perceived allocation of physical,

mental, and emotional resources between the work and non-work domains matches one‘s
expectations, personal and professional goals. Work-life balance is a method that
helpsemployees of an organization to balance their personal and professional lives. Work-life
balance encourages employees to divide their time on the basis of priorities and maintain a
balance by devoting time to family, health, vacations, etc. along with making a career,
business travel, etc. For People around the world today, the recent COVID-19 outbreak is a
symbol of how fragile and unpredictable our lives can be in unusual situations. The virus
which has changed the way in which most of us live, work or performs our basic day to day
functions is continuing to increase its grasp at an alarming rate with the impact being felt at
multiple levels resulting in an economic slowdown, business disruption, trade hindrances,
travel obstructions, public isolation and so on. The On personal side the balance of family
hasemphasized health, career, and friends, all people are now conscious of personal and
surrounding hygiene and the manner of interaction with people. Today, work as well as
personal life has been drastically changed by Covid-19 and now there is a very thin line of
demarcation left between work-time and home- time which is almost unclear and sometimes
even hard to differentiate. Balance of work-life actually lets people enable to discard the
thought of being a perfect performer in both homes as well as at work, instead they work on
being more focused, sincere, and even ready to take risky tasks. The changes which have
been inculcated in day-to-day life due to the COVID-19 pandemic have been accepted and
acknowledged. The precautionary measures that have to be taken care of top the spreading of
the virus have wiped out the gap that separated the work from our comfortable personal life.
This situation left us to think about the work-life balance. This term came into the limelightin
1980- when the increasing number of women entered the paid workforce, they have been
additionally taking upthe charge of domestic and household chores. It’s somewhat hard to
define the concept of the term work-life as it is primarily based on many assumptions.
In the 1800s, during and following the industrial revolution, industrialists and unions alike
agreed that workers needed a day off. This later became a two-day ‘weekend’. But in those
days, ‘work’ was mostly manual, and once workers left the site, they also left their work

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behind. They were genuinely able to rest, away from work, without having to think about it
or worry about what might be going on in their absence. The phrase ‘work-life balance’ is
rather more recent in origin. It was probably first used in the UK in the late 1970s, and in the
US in the mid-1980s. It has, however, taken on a new meaning with the recent technological
changes that have made it possible for workers to stay in touch 24 hours a day, seven days a
week. Smartphones remote working technology, and the like have meant that, even
onholiday, people find it hard to ‘switch off and genuinely rest, and the complaint is often
that people are expected to be ‘on-call’ at all
Time, without being allowed to have a life outside work.

However, the need to implement such solutions requires a reflection on possible measures to
mitigate the negative effects of remote working on WLB. In this chapter, we present a
systematic review of the literature on WLB. Although we review the entirety of existing
literature, we focus on the WLB in the context of and remote working. Our analysis allows us
to diagnose key areas indicating the need for further empirical research on WLB issues in
relation to remote working. The main arguments and contributions we offer are the
identification of key areas contributing to improving WLB among remote workers and the
analysis of critical fields requiring further the challenges of balancing work and private life in
a remote working environment. The global spread of remote working associated with
epidemiological restrictions contributes to the need to develop guidance on how to mitigate
the negative effects of working from home on WLB. This chapter is structured as follows:
first, we introduce the definitions and ways of conceptualizing WLB. Then we present a
systematic analysis of the literature on WLB. Finally, we propose research areas and
recommendations for further research on remote working as well as literature-based
approaches to the maintenance of WLB by employees performing their work remotely.
Published by MBA Skill Team, Last Updated: August 15, 2021

1.1.2 Concept of Work-Life Balance

Work-life balance is a method that helps employees of an organization to balance their

personal and professional lives. Work-life balance encourages employees to divide their time
on the basis of priorities and maintain a balance by devoting time to family, health,
vacations,etc. along with making a career, business travel, etc. It is an important concept in
the world of

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business as it helps to motivate the employees and increases their loyalty towards the company.

1.1.3 Importance of work-life balance:

Working on a job for a company and making a career can be an extremely time-consuming
duty for any employee. Employees are busy at their offices throughout the day and sometimes
even on weekends. This gives them very little time to interact with their family. Because of
the high pressure of work, often family members get neglected. Also, stressfuljobs cause the
health of employees to deteriorate. This is work-life life become into the picture. The work-
life concept allows an employee to maintain a fine balance in the time he or she gives to work
as well as to personal matters. By having a good balance, people canhave a quality of
work life.

This helps to increase productivity at the workplace as the employee is relaxed about his
personal commitments. It also allows the employee to give quality time with family to spend
vacations, leisure time, work on his/her health etc. work-life life balance is extremely
important for employees and increases their motivation to work for the company.

The below image depicts a work-life balance scenario, where an employee has to balance
his/her life between personal (family, friends & self) and professional (job, career)
commitments.

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1.1.4 5 Steps to improve Work-life balance:

There are specific guidelines to how an individual can maintain a proper work-life balance,
some of which are:

1. Creating a work leisure plan

Where an individual has to schedule his tasks, and divide time appropriately so that he has
allocated appropriate time to his work and his career development goals and at the same time
allotted time for leisure and personal development. Employees also use a compressed
workweek plan to build a balance.

2. Leaving out activities that waste time and energy

An individual should judiciously avoid wasteful activities which demand large time and
energy and in return not produce output for either work-life or leisure life.

Effective time management can help an employee be less stressed.

3. Outsourcing and Delegating work

Delegate or outsource time-consuming work to other individuals. It serves two purposes, first
the work gets done and the other is a person can focus on other things which may align more
with skills and knowledge and maybe less stressful.

4. Set enough time for relaxation

Relaxation provides better work work-life balance, andtends to improve productivity on the
professional or the work front along with providing ample scope to develop the life part of
the balance.

5. Prioritizing work

Often employees do not give priority to work and end up doing a lot of work at the last
minute. Better planning can help employees save unnecessary time delays, which can be
utilized by employees for personal work.

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1.1.5 Benefits of work-life balance:

There are several advantages of work-life balance. Some of them are listed below:

1. Work-life balance increases the motivation of employees and helps them perform better at
job

2. It helps people to relieve their stress as they can spend leisure time with their near and
dear ones

3. Companies can maximize productivity from an employee who is rejuvenated and

refreshed as compared to an over worked employee

4. Healthy lifestyles can be maintained by having a work-life balance. This includes a

good diet, regular exercise etc.

5. Employees who are highly motivated can help the business grow as they are more attached
to their job and careers

1.1.6 PREFERENCE FOR WORK FROM HOME:

With respect to the continuity of business, companies around the world have switched
over to online/virtual modes of working while global mobility has come to a standstill. In
India, various states have been exposed to a situation of complete lockdown which has led
employers to ponder upon how they can keep their people safe, contain the spread of the
virus and continue their operations effectively during this unprecedented crisis.Working from
home has now penetrated more conventional spaces in this phase of a pandemic.. This can
happen through 1)Enabling proper access to technology by ensuring that each of your
employees has the required tech equipment such as laptops, good internet connection, VPN
connection, digital databas systems, etc. in place. 2)Using virtual platforms to have
discussions, meetings, and one-to-ones: In order to maintain motivation and enhance
productivity, it is critical to have regular team meetings/interactions with one‘s peers. Digital
platforms such as Microsoft Teams, Zoom, etc. are a big advantage in this case and can help
people stay updated and feel connected even while working from home.

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1.2 OBJECTIVES:
 To study the changes on lifestyle of people due to the pandemic situation.

 To understand how people are will to adapt to changes and usage of technology for work.

 To understand the physical and mental adaptability of people in the pandemic phase.

 To analyze the strategies of work-life balance.

1.3 SCOPE OF THE STUDY:

In this pandemic work-life balance is a very important aspect. In an organization Work-life

balance is an important aspect of a healthy work environment. Maintain a work-life balance helps
reduce stress and helps prevent burnout in the workplace. ... By creating a work environment that
prioritizes work-life balance, employers can save money and maintain a healthier, more productive
workforce.

1.4 LIMITATIONS OF THE STUDY:

 Some of them hesitate to fill the questionnaire.

 It is not assured that the responses from all the respondents are true as some of
them may like to tell the incorrect information.
 The survey was conducted in a short period as a part of the curriculum.
 Certain individuals took more time than required for answering the questionnaire.

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1.5 CHAPTERZIATION OF THE STUDY

CHAPTER-1: INTRODUCTION OF THE STUDY

This chapter presents Introduction of the study, Objective of the study, Scope of the study
and limitation of the study.

CHAPTER-2: CONCEPTS AND REVIEW

This Chapter gives review of related literature and research

gap. CHAPTER-3: METHODOLOGY

This chapter provides the detail survey, Research, Sampling and data

collection. CHAPTER-4: DATA ANALYSIS AN INTERPRETATION

This chapter presents the analysis made out of the data collected from the

respondents. CHAPTER-5: RESULT AND DISCUSSION

This chapter presents the summary of Findings, Suggestion and Conclusion of the study.

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 CHAPTER -2

REVIEW OF LITERATURE

2.1 REVIEW OF LITERATURE:

Robin Banwens., et.,al., (2020): An attempt was made by the researcher to know the
relationship between WIA and Work -Life Balance of 288 secondary school teachers in
Flanders (Belgium).Valcour (2007) Work-Life Balance Satisfaction Scale was used to
measure the extent to which the teachers were satisfied with their Work-life balance
Correlation and Regression were applied in the study. The research concluded that if teachers
use DCE after hours it results in reduction in work life balance and also
performanceexpectancy has a direct effect on teachers work life balance. The Teachers who
know the benefits of DLE experience less stress and strain thus not affecting their work life
balance.

Nwagbara Uzoechi.,et.,al., (2020): Tried to find out the challenges faced by

theNigerian female workers due to Work - life balance policies implemented in the
organizations. For the study, the 25 respondents were taken from banking, ICT and
petroleumindustries in Nigeria. The study was interview based and the findings comprised of
two themes. Policies causing stress and work life imbalance because Nigerian Work- life
balance policies, do not support women employees and there is no Work- life balance policy
for working mothers which puts a challenge to them in managing both house and work.
Theother theme was policies on employee involvement, participation and engagement, the
femaleemployees do not have a say in the management due to work culture which is very
hierarchical and high-power distance. The finding reflected that the employers are not
allowed to give suggestion, opinion in organizations.

Reshma R.S., Preetha R. (2020): analyzed the work-life balance of college teachers by
comparing annual and semester system. The sample of the study was 150 teachers from
Trivandrum district. The research employed ANOVA, correlation analysis in the study. There
existed a positive relationship between the age and working hours in annual system whereas
no relationship was found in semester system. The gender and work -life balance of the
teachers were positively related to each other in annual and semester system. The working
hours and pressure of work is high in semester system resulting poor work-life balance of the
9
teachers in comparison to the annual system.

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 Pandu.A.(2020): studied the work -life balance of married female employees of IT,
school and self-employed sectors with 220 samples in Chennai. The study was subject to
ANOVA, Pearson correlation and structural equation modeling for data analysis. The
research discovered the connection between work family conflict, family work conflict, and
feelings about work, Job satisfaction, work environment, work load, family dependents,
turnover intentions and worklife balance. The feelings about work were found to be the
highest influencing factor on work-life balance. If the employees have positive feelings for
their work, they achieve high work-life balance, which in turn increases job satisfaction
followed by reduction in the turnover rate of the employees. The feelings about work are
affecting the worklife balance of all the three sector women employees in the study. The
work-life balance and job satisfaction are positively related to each other. AFW leads to work
-life imbalance in all the three sectors. The excessive work load of female IT employees can
be reduced through job sharing among the peers. The school management can provide basic
living amenities for the teachers enhancing their work-life balance. Among the self-
employedwomen sharing the work by family members equally reduces the level of role
conflict thus improving the work-life balance.

Noronha, Aithal (2019): A survey was carried out among Government university
teachers of Karnataka to study the challenges faced by women in maintaining work life
balance. The sample for the survey was 106 women faculties of MBA department of
government universities. The association between demographic variables and work life
balance was studied by Fishers exact Test. The Test revealed that the level of work life
balance lies between 9-45., Low level 9-21, moderate level 22-33, high level 34-45. Thestudy
concludes with moderate level of work life balance of the faculties working in government
universities with range 30-
49. No association was found between parental responsibility, family size, age of children,
and work life balance of the faculties.

Kaushal, Paramar (2019): The study explored the relationship between demographic
factors like age, gender, and marital status of police personnel in Himachal Pradesh. The
work life balance was assessed by using Hayman (2005) work life balance scale. Positive
relationship existed between age and Work Interference with Personal Life and Personal Life
Interference with Work whereas no relationship existed between age and Work Personal Life

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Enhancement. The overall work Work-Life Balance: A Literature Review 37 Impact

12
Factor(JCC): 5.4223 – This article can be downloaded from www.impactjournals.us life
balance of the police personnel is influenced by their age. They’re existed difference in
opinion regarding Work Interference with Personal Life among males and females, no
difference was seen regarding Personal Life Interference withWork and Work Personal Life
Enhancement among males and females. Work life balance was same for both males and
females. Marital status does not influence work life balance. ANOVA was applied to study
the work life balance at varied levels of age and the result was that work life balance
differentamong different age groups. No difference wse observed among different age groups
regarding Work Personal Life Enhancement. It was reported that lower aged police personnel
are able to maintain work life balance. The females face more interference of work in their
life than males.

Mehrunisa (2019) : The aim of the research was to know why faculties feel stress and
how it influence their work life balance in India’s higher education institutions in Northern
India covering 208 female faculty members. ANOVA, Correlation and Regression was
employed toanalyze the data in the research. The study explored that stress and work life
balance are positively correlated. Th e factors responsible for stress were
genderdiscrimination, tight work schedule, no proper pay, no development activities for the
faculty members. It was also found that stress has a positive influence on work life balance of
the women faculty members in higher educational institutions such as deterioration of health,
decrease in performance, and monetary problems in their life, thus it was said that stress
impact work life balance.

Chang, Hsieh, Han- Shen Chen (2019): In the study the moderating effect of work life
balance was examined between organizational commitment and decision to stay in the Hotel
industry. The research found that organizational commitment and intention to stay are
positively correlated means organizational commitment reinforce the intention to stay. To
analyze the mediating effect of work life balance on relationship between organizational
commitment and decision to stay Hierarchical Regression was used and the result was that
work life balance has moderate effect between organizational commitment and intention to
stay in the hotel industry that means work life balance does not affect much on intention to
stay.

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 Gautam, Jain (2018):Focused on assessing the influence of Work – life balance on the
wellbeing of 114 manufacturing employees in Dehradun and Haridwar district. ANOVA was
employed to study the impact of various demographic factors on Work- life balance. The
result supported no difference between male and female employees on perception to Work-
life balance. The age, education, marital status, monthly salary, has no impact on work-life
balance. Further it was also revealed that work- life balance has an influence on the familylife
of the employees. The work-life balance is influenced by the compensation factors. Work-life
imbalance has a negative influence on family life whereas the compensation and work-life
balance have a strong and positive relationship. The research suggested cordial relations with
superiors and support from spouse as the solutions for balanced work life, othersolutions
given in the study were positive work environment, flexible working schedule, and spending
quality time with friends and family.

Vasumathi, S. Prithi (2018): had attempted to know the association of demographic

profile and work life balance determinants and the factor responsible for stress and also to
study work life balance attributes. The research was conducted in tannery industry in Tamil
Nadu. Multiple Regression was employed to know the influence of demographic variables on
stress. The demographic profile included age, marital status, educational qualification,
working experience, income, number of children and dependents and time required to reach
the work place. The demographic variables which do not predict the occurrence of stress
wereage, marital status, education, income, number of children and dependents and time
required to reach whereas experience and dual earner couple were found to be the variable
predicting the occurrence of stress. Good 38 Laxmi Devi Sharma & Nisha NAAS Rating:
3.09 – Articles can be sent to editor@impactjournals.us quality of education and experience
contributes to more working hours. Work life balance of married was found better than
unmarried respondents, supervisor support was found to be the most important attribute for
work life balance.

Devi.P., Lalu G. F.(2018): The research attempted to study the stress and work life
balance and influence on mental well-being of higher secondary school teachers in Tiruvallur
district. The intervention program used in the study was solution focused model and the
methods used were guest lecture on time management, stress management, role playing, and
work life balance activities. Cluster sampling method in the research divided the population
of 66 teachers into 4 clusters. The findings of the study were divided into two parts Findings

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before intervention and after intervention. The level of stress decreased after intervention and
the respondents felt they get support from their workplace. The interference of work with
personal life and personal life interference with work also came down after the intervention.
Satisfaction level towards work life balance was found more after the intervention.

Apoorva, Chadha (2018): The survey was conducted to examine the impact of work
life balance facilities on performance, absenteeism and health of women faculty from various
colleges of West Delhi. The study reported that work life imbalance impact negatively on
performanceand increases absenteeism. Family and Organizations help the faculty to improve
their work life balance and organizations should have separate work life balance policies. The
study also highlighted the role of Government, University and family in work lifebalance.

Bhavana, Dangar(2018): had conducted a study titled Work life balance and Job
Satisfaction to study 128 B.Ed. teachers in Gujarat from different institutes. The objective of
the study was achieved by using tools such as T-Test, one way ANOVA, and Regression
analysis was done. The study was concluded with the result that both work life balance and
Job satisfaction are affected by personal factors of teachers like gender, age experience,
income, etc. work life balance affects Job satisfaction. The researcher suggested to take
initiatives on developing work life balance practices in education sector.

Muthulakshmi (2018): This study attempted to bring out the challenges faced by
teachers in maintaining work life balance and to analyze the relationship between level of
attitude towards work life balance and demographic variables, job satisfaction in Tuticorin
district in Tamil Nadu., The Research also identified the factors which have influence on
work life balance. It was found that age and gender do not influence the level of attitude
towards work life balance whereas work life balance is influenced by working
experience.The influence of marital status was studied with the help of ANOVA, which
found no influence on level of attitude towards work life balance, married and unmarried
share same opinion on work life balance. The level of attitude towards work life balance also
influences job satisfaction, The Factor analysis resulted in ten factors affecting work life
balance of the teaching staff as follows: Welfare measures, Promotion, Comfortable future
earnings, Family Functions, sensitivity, Social status, celebrations, monetary benefits, family
support, colleague support and bonus payments.

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 CHAPTER 3

RESEARCH METHODOLOGY
3.1 RESEARCH DESIGN

A research design is an arrangement of data in a manner that aims to combine

relevance to the success of the research purpose with economy in procedure. The
research design indicates the type of research methodology under taken to collect the
information for the study. The research design used for the study is descriptive
research.

DESCRIPTIVE RESEARCH

Descriptive research is used to describe characteristics and/or behavior of a

sample population being studied. Descriptive studies are used to describe various
aspects of the phenomenon. In this study, the descriptive research was to describe the
customer satisfaction and satisfaction in various aspects like, service provided and
quality of the products.

RESEARCH INSTRUMENT

The structured questionnaire is used as the research instrument for the study.

QUESTIONNAIRE DESIGN

The questionnaire framed for the research study is a structured questionnaire

in which all the questions are predetermined before conducting the survey. The form
of question is of closed type. The scales used to evaluate questions are Like 5 point
scale (Highly satisfied, Satisfied, Neutral, Dissatisfied, Highly dissatisfied) and
Category scale (Multiple items). The questionnaire for the research was framed in a
clear manner such that it enables the respondents to understand and answer
thequestion easily. The questionnaire was designed in such a way that the questions
are Short and Simple and is arranged in a logical manner..

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 3.2 SURVEY DETAILS
The method used for this research is a sample survey. Sample Survey
describes the process of selecting a sample of elements from a target population to
conduct a survey.
Sampling Details

Sampling
Techniqu
e
The technique used for this research is CONVENIENT SAMPLING METHOD.
Inconvenient sampling is a type of non-probability sampling that involves the sample being
drawn from that part of the population that is close hand.
Sample Size

Sample size determination is the act of choosing the number of observations

or replicates to include in a statistical sample. A sample of 140 respondents was
taken for study.
3.3 DATA COLLECTION DETAILS
Primary data collected through undisguised structured questionnaire and
secondary data from the review of literature.

3.4 TOOLS OF THE STUDY

3.4.1 Simple percentage analysis

3.4.2 Anova

3.4.3 Correlation

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Simple Percentage Analysis

It refers to a special kind of ratio, percentage are used in making comparison

between two or more series of data. It is the method to represent raw stream of data
as a percentage (a part in 100- percent) for better understanding of collected data.
Percentage Analysis is applied to create a contingency table from the frequency
distribution and represent the collected data for better understanding. Percentages are
used to determine relationships between the series of data. Finding the relative
differences becomes easier through percentage.

It is expressed as,

No.of Respondents

Percentage = x 100

Total no. of respondents

ANOVA

Analysis of variance (ANOVA) is a collection of statistical models and their

associated estimation procedures (such as the "variation" among and between
groups) used to analyze the differences among group means in a sample.
ANOVA was developed by statistician and evolutionary biologist Ronald Fisher.
The ANOVA is based on the law of total variance, where the observed variance
in a particular variable is partitioned into components attributable to different
sources of variation. In its simplest form, ANOVA provides a test of
whethertwo or more population means are equal, and therefore generalizes the t-
test beyond two means.

CORRELATION

Correlation is a statistical measure that indicates the extent to which two or

more variables fluctuate together. A positive correlation indicates the extent to
which those variables increase or decrease in parallel; a negative correlation
indicates the extent to which one variable increases as the other decrease.

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 CHAPTER-4
DATA ANALYSIS AND INTERRUPTION

4.1 SIMPLE PERCENTAGE:

Table: 4.1.1. Are you married?

S.NO RESPONSE NO.OF.RESPONSE NO.OF.PERCENTAGE

1 NO 48 55.9%

2 YES 38 44.1%

TOTAL 86 100%

Figure: 4.1.1.Are you married?

Source data: Primary

data. Interpretation:

From the above, it’s clear that 55.9% of the respondent are married, and the remaining 44.1%
of the respondent are unmarried.

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 Table: 4.1.2. How old are you?

S.NO RESPONSE NO.OF.RESPONSE NO.OF.PERCENTAGE

1 20-30 61 72.2%

2 30-40 23 25.6%

3 40-50 2 2.2%

TOTAL 86 100%

Figure: 4.1.2. How old are you?

Source data: Primary

data. Interpretation:

From the above it’s clear that 72.2% of the respondent are belong to the age group 20-30
,25.6% of the respondent are belong to the age group 30-40 and 22.2% of the respondent are
belong to the age group 40-50

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 Table: 4.1.3. How many dependence live with you?

S.NO RESPONSE NO.OF.RESPONSE NO.OF.PERCENTAGE

1 0-6 77 92.8%

2 NILL 2 1.2%

3 NO 3 2.4%

4 NONE 4 3.6%

TOTAL 86 100%

Figure: 4.1.3. How many dependence live with you?

Source data:Primary

data. Interpretation:

From the above it’s clear that 92.8% of the respondent have,25.6% of respondents

are belong age p 30-40 and 22.2% of the respondent belong to the age group 40-50.

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 5.2 CONCLUSION

Evaluating the results of the survey, it can be concluded that the emergency situation caused
by COVID-19 did not promote work–life balance of the employed in an organization,
especially of teleworkers, particularly if there were children under the age of 18 in the
households. The emergence of additional responsibilities in the household during the
COVID- 19 emergency situation was slightly more frequently indicated by women, as well as
by employed respondents at the age of 18–24 and 35–44 who have children younger than 18
in the household.

In general, employed women were more likely to point at changes in the household’s
daily routine, such as modifying work patterns, redistributing household
responsibilitiesamong the household members, involving assistants in housework, or using
outsourced services to balance their work–private life during the COVID-19 emergency
situation. It can be concluded that the research hypothesis put forward that during the
COVID-19 emergency situation all the groups of employees who experienced difficulties in
balancing work and private life is partially confirmed, i.e., employed women in the age group
of 18–44 and the respondents with minor children in the household more often experienced
difficulties in balancing work and private life.

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