Work-Life Balance A comparative study of women working in

Corporates and Educational Institutions.

OBJECTIVES, HYPOTHESES & INSTRUMENTS USED

Factors
Demographic variables: Age, Marital Status

Independent Variables



















Individual Factors
Work Centrality
Self control
Organizational Factors
Organizational Culture
Work schedule flexibility

Work related factors
Job Autonomy
Job Security
Recognition
Support at work
Family related factors
Household responsibilities

WORK-LIFE BALANCE
(Dependent Variable)
MAIN OBJECTIVE
To explore whether there is any significant difference between the work-life balance of
women working in corporates and educational institutions.
HYPOTHESES
H1
0
: There is no significant difference between the overall work life balance of women
working in corporates and educational institutions.
H2
0
: There is no significant difference between the levels of Work Interference with Personal
Life (WIPL) of women working in corporates and educational institutions.
H3
0
: There is no significant difference between the levels of Personal Life Interference with
Work (PLIW) of women working in corporates and educational institutions.
H4
0
: There is no significant difference between the levels of Work/Personal Life
Enhancement (WPLE) of women working in corporates and educational institutions.


OTHER OBJECTIVES
1. To assess, compare and analyze the factors which affect work-life balance of women
working in corporates and educational institutions.
HYPOTHESES:
H5
0:
There is no significant difference between the factors affecting the work-life balance of
women working in corporates and educational institutions.
H6
0
: There is no significant difference between the impact of individual factors on work-life
balance of women working in corporates and educational institutions.
H7
0
: There is no significant difference between the impact of organizational factors on work-
life balance of women working in corporates and educational institutions.
H8
0
: There is no significant difference between the impact of work related factors on work-
life balance of women working in corporates and educational institutions.

2. To put forth suggestions to enhance work-life balance quotient of women employees.

Appropriate suggestions on the basis of findings as well as benchmarking from other countries as well
as other studies




INSTRUMENTS

1 Work Centrality Work Involvement Questionnaire (Rabindra Kanungo)
(6 item scale, 5-point scale)
2 Self control 10-Item Self-Scoring Self-Control Scale (5-point scale)
Adapted from: Tangney, J.P., Baumeister, R.F., Boone, A.L.
(2004). High Self-Control Predicts Good Adjustment, Less
Pathology, Better Grades, and Interpersonal Success. Journal of
Personality, 271-324.
3 Organizational Culture Japanese Organizational Culture Scale, JOCS (Tang et al., 2000)
(15 items, 5 point scale)
4 Work schedule flexibility Work Schedule Flexibility Scale : (Staines and Pleck, 1986)
5 Job Autonomy Three items adapted from Hackman and Oldham (1980) 5 point
scale (Job Diagnostic Survey)
6 Job Security
7 Recognition Recognition satisfaction item of Job Satisfaction Survey which
was developed by Spector (1985)
8 Support at work Social support scale (Caplan et al., 1975) (12 items, 5-point scale)
9 Household responsibilities House Hold Responsibility Index (Hyman et al., 2003) (6 items, 5-
point scale)
10 Work-Life Balance Work Life Balance Scale (Hayman, 2005) (15 items, 7 point scale)