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International Journal of Multidisciplinary Research Vol.2 Issue 3, March 2012, ISSN 2231 5780

WORK LIFE BALANCES A SOURCE OF JOB SATISFACTION AN EXPLORATORY STUDY ON THE VIEW OF WOMEN EMPLOYEES IN THE SERVICE SECTOR.
V.VARATHARAJ*; S.VASANTHA**
*Assistant Professors, School of Management Studies, VELS University, Chennai 600117, Tamil Nadu, India. **Associate Professors, School of Management Studies, VELS University, Chennai 600117, Tamil Nadu, India.

ABSTRACT The objective of this research is to study the work life balance of working women in service sector. The research was conducted among Women working in Service Sector with Reference to Chennai city. Work life balance entails attaining equilibrium between professional work and other activities, so that it reduces friction between official and domestic life. Work life balance enhances efficiency and thus, the productivity of an employee increases. It enhances satisfaction, in both the professional and personal lives. The ultimate performance of any organization depends on the performance of its employees, which in turn depends on numerous factors. These factors can be related to work or family or both. The relationship between personal and professional life can be achieved through emotional intelligence. Better emotion management is necessary in order to accomplish day-to-day objectives of life. The findings of the study reveal the majority of the women Employees feel comfortable in their work place irrespective of their trivial personal and work place irritants. The Primary data was collected through questionnaire survey and analyzed with the help of various statistical tools. This paper attempts to indentify the various factor which helps to maintain work life balance among women employees in service sector. KEYWORDS: work life balance, personal life, professional life, work pressure, Emotional balance, Job Satisfaction. ______________________________________________________________________________ INTRODUCTION Historically, women's employment participation has been more in the area of service sector. Females with high levels of academic qualifications are also finding it difficult to make balance between professional life and private life. It is important for every organization to take necessary steps to maintain a healthy balance between work and their private lives so that both employees and the company can be benefited in the long term.
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International Journal of Multidisciplinary Research Vol.2 Issue 3, March 2012, ISSN 2231 5780

Work life and personal life are the two sides of the same coin. According to various work life balance surveys, more than 60% of the respondent professionals surveyed said that are not able to find a balance between their personal and professional lives. They have to make tough choices even when their work and personal life is nowhere close to equilibrium. Traditionally creating and managing a balance between the work-life was considered to be a woman's issue. But increasing work pressures, globalization and technological advancement have made it an issue with both the gender, all professionals working across all levels and all industries throughout the world. Achieving "work-life balance" is not as simple as it sounds. Work life and personal life are inter-connected and interdependent. Spending more time in office, dealing with clients and the pressures of job can affect the personal life, sometimes making it impossible to even complete the household chores. On the other hand, personal life can also be demanding if you have a kid or aging parents, financial problems or even problems in the life of a dear relative. It can lead to Absenteeism from work, creating stress and lack of concentration at work. Work-personal life conflict occurs when the burden, obligations and responsibilities of work and family roles become incompatible. Obligation of one can force an individual to neglect the other. Work life balance can be understood as the balancing point on the seesaw, one side of which is work, while the other side is domestic and personal life. Emotional intelligence is required to maintain a balance between private and professional life. Emotional intelligence is required in order to accomplish day-to-day objectives of life which is a challenge to everyone to achieve it. It is the key to achieve the desired balance between work and life, which ultimately leads to success in the professional as well as personal life. REVIEW OF LITERATURE Burke (2002), observes that both women and men prefer working in organisations that support work-life balance. Men appeared to benefit more than women .Men feel more satisfied when they achieve more on the job even at the cost of ignoring the family. On the other hand, women stress that work and family are both equally important and both are the sources of their satisfaction. For them the former is more important. When work does not permit women to take care of their family, they feel unhappy, disappointed and frustrated. They draw tight boundaries between work and family and they do not like one crossing the others. Summer and Knight (2001), Securely attached individuals experienced positive spill over in both work and family . Marcinkus etal. (2007), Work based support to women is positively associated with job satisfaction, organisational commitment and career accomplishment . Valcour and Hunter (2005),The home working can lead to greater flexibility and independence, but it can make people work for longer periods of time, including weekends and evenings. Home environment also plays a very important role in the quality of life. Home working could be stressful, if young children have to be managed
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International Journal of Multidisciplinary Research Vol.2 Issue 3, March 2012, ISSN 2231 5780

Clark (2000) defines balance as satisfaction and good functioning at work and at home with a minimum of role conflict. In the UK, Green (2001) among others, has shown that intensification of work has reached a point where there is very little slack in the working day. Typical examples include the jobs of those working in call centers where incoming calls are placed in a queue and where there is a pre-determined response time and pattern. The annual CIPD surveys have identified that one of the areas where workers believe the organization is least likely to keep its promises concerns the demands on their time. In the same surveys, subjective reports of effort show, typically, that about 30 per cent say I am working as hard as I can and could not imagine being able to work any harder. A further 45 per cent say I am working very hard and most of the rest say I am working quite hard. Invariably, less than 5 per cent will admit to not working particularly hard. In other words, people are feeling the pressure. As Hochschild (1997) has noted, there is an inevitable temptation to use the promotion of work-life balance policies to enhance commitment to the organization. If the pressure to attract more women into work lessens, will the concern for work-life balance also diminish? A comparative analysis across European countries might help to shed some light on this issue. OBJECTIVES OF THE STUDY 1. 2. 3. To examine the job satisfaction of women employees in the service sector. To analyze the Challenges associated with managing balance between professional and personal life. To suggest strategies to maintain a healthy work life balance

NEED FOR THE STUDY The objective of this research is to study the work life balance of working women in the service sector. It has major influence on maintaining equilibrium between professional life and the personal life responsibilities. The research was conducted among working Women in banks educational institutions and governmental organizations in Chennai city. Work life balance reduces friction between official and domestic life. The concept of balancing work and life is important in more than one way. There can be many factors affect the balance of work and life, which may be social factors, psychological factors, Working Environment, Type of job, Job satisfaction, Family background, schedule at home and life stage. The employee who is able to maintain balance between private and professional life can contribute more to success of the organization.

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International Journal of Multidisciplinary Research Vol.2 Issue 3, March 2012, ISSN 2231 5780

RESEARCH METHODOLOGY DATA COLLECTION The research is based on both empirical and analytical study. The study uses both primary and secondary data. PRIMARY DATA For the purpose of study, well structured questionnaire was used as an instrument to collect the date SAMPLE SIZE & TECHNIQUES The sample size is 250. The respondents were chosen from the service sector such as Banks, educational institutions and Governmental organizations. Convenience sampling technique has been adopted to collect the data. TOOLS AND TECHNIQUES The various tools and techniques used to analyze the data were Chi-square test, correlation Analysis and Kruskals Wallis Test (K or H). DATA ANALYSIS AND INTERPRETATIONS TABLE 1.1 JOB SATISFACTION OF WOMEN EMPLOYEES IN THE SERVICE SECTORS Opinions Happy with my present salary 10 23 37 16 14 Superior Support Improved Job Satisfaction Physically stressed in the job 10 29 27 22 12 Mentally Pressurized in the job 11 32 21 24 12

Strongly agree Agree Neutral Disagree Strongly disagree

21 49 26 3 1

27 44 23 4 2

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International Journal of Multidisciplinary Research Vol.2 Issue 3, March 2012, ISSN 2231 5780

Total

100

100

100

100

100

*figures are in percentage INFERENCE

Source: Primary Data Collected from survey

Nearly 10% of the women Employees strongly agree that they are happy with their present salary. 37 % of employees feel neutral towards opinion about present salary and 30% of the Employees feel that they are not happy with their present job. The above table shows that 49% of the employees agree that their superiors are more helpful and cooperative and 4% of the Employees feel that their superiors are not more helpful and cooperative. Flexibility in their work, Friendly work atmosphere and all sorts of refreshments make employee enjoy at their work. The above table reveals that 27% of the women employees strongly agree that, they Improved Job Satisfaction. 6% of the Employees feel not comfortable in their work place. The analysis shows that 10% of the women Employees strongly agree that they are physically stressed in their job. and 22% of the Employees feels that they are not physically stressed in their job. From the above table it is understood that 32% of the women Employees strongly agree that they undergo pressure in the job and 36% of the Employees feels that they are not mentally pressurized in their job. TABLE 2 MANAGING WORK LIFE BALANCE OF WOMEN EMPLOYEES IN SERVICE SECTOR Opinions Managing private life 46 25 10 15 4 100 Spend time with family 18 43 29 9 1 100 Better Physical and mental Health 30 36 23 11 0 100 Balance between Work and life 22 40 33 5 0 100
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Strongly agree Agree Neutral Disagree Strongly disagree Total

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International Journal of Multidisciplinary Research Vol.2 Issue 3, March 2012, ISSN 2231 5780

*figures are in percentage

Source: Primary Data Collected from survey

Women work force now constitutes a important percentage of the total work force in any organization today. In the fast moving life, there are many pressures that women have to deal with- running a home, doing daily household work like cooking/cleaning, raising children and handle the tight deadlines at work. The above table reveals that 46% of them said they are able manage the private life efficiently and only 4% of them said they find difficult to manage it. The study shows that 43% of the respondents are agree that they are able spend their time with family members after meeting official commitment and only 1% of them strongly disagree the fact that they cannot spend sufficient time with family members. The research reveals that 36% of the respondents agree that they are able to maintain better physical and mental health in spite of their Industry requirements. Many organizations today have realized the significance of the employee-work-life balance and its importance in the efficiency of the employees so that neither the work nor the employee's personal life is affected. From the above table it is understood that 40% of the women employees agrees that they are able to balance their duties and responsibilities both in job as well as families and 5% of the Employees feels that they are not able to balance their duties and responsibilities both in job as well as families. CHI-SQUARE TEST Chi- square test is applied to find out marital status of women has any influence on position to balance duties and responsibilities both in job in service sector as well as families. Ho - Let the null hypothesis be there is no significant difference between marital status and position to balance duties and responsibilities both in job in service sector as well as families. Chi-square Test Calculated value 1.94 Table Value 1.96 Significance Ho accepted

INFERENCE Since the calculated value 1.94 is less than tabulated value 1.96 we accept the null hypothesis hence there is no significant difference between marital status and position to balance duties and responsibilities both in job as well as families. RANK CORRELATION Correlation analysis was done to analyze the relationship between duration of service and comfort ability in their working place.

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International Journal of Multidisciplinary Research Vol.2 Issue 3, March 2012, ISSN 2231 5780

R = 0.2 INFERENCE Positive correlation exists between duration of service and comfort ability in their working place. It means that it supports the universal acceptance of comfortable working place will increase the duration of the service in the Organization. KRUSKALS WALLIS TEST (K OR H) Ho There is no significant difference between Employees age and their physical and mental pressure. K = 12 / n(n+1) { (R1)2/n1 + (R2)2/n2 + (R3)2/n3 } 3(n+1) = = 0.057 { 240.25 + 281.25 + 266.45 } 45 - 0.09

INFERENCE Since calculated value 0.09 < tabulated value 9.2 we accept the null hypothesis. Hence there is no significant difference between Employees age and their physical and mental pressure. FINDINGS The main findings of the study are The research reveals that 46% of the women employees who work in the service sector strongly agree that they are able to manage the private life without affecting professional life. The study shows that 44% of the respondents agree that they are able to enjoy the job and feel comfortable in their work place. This might be the reason for the growth of women employees in the working place in service sector.
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It is found that nearly 10% of the employees agree that they are physically stressed in their job. Nearly 11% of the Employees strongly agree that they are mentally pressurized in their job. The study highlights that nearly 23% of employees agrees that they are happy about the present salary Majority 49% of the employees agree that their superiors are more helpful and cooperative which may be one of the reason for women employees to balance between their private life and professional life

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International Journal of Multidisciplinary Research Vol.2 Issue 3, March 2012, ISSN 2231 5780

From the analyze it is been found that 40% of the Women employees agree that they are able to balance their duties and responsibilities both in job as well as families. The research shows that majority 46% of the women employees work in service sector for financial support and 2% for face challenges

SUGGESTIONS Work-life balance is a broad concept including proper prioritizing between Professional life which includes career, challenges, pressure, achievement and ambition on one hand and private life which includes pleasure, leisure, family and spiritual development Specific Counselling programmes on Work Life Balance can be conducted. Employers can create awareness about the impact of work life balance at employees personal and organisation life. Well designed flexible working hours. An ideal work culture can be created to achieve work life balance Family welfare programmes and family counselling programmes can be conducted Employees social gathering programmes and public contact programmes will be the better option to reduce the mental pressure in the work place as the study reveals more mental pressure for the Women employees. Regular exercises, mediation and other soft skill practices can improve the emotional balance of the employees. Reward and recognition system should be fair and objectively to be adapted to each and every employee in the Organization since the study shows majority of the respondents are not comfortable with the present compensation system of their respective institution where they employed.

CONCLUSION Service sector is one of the fastest growing sector it provides opportunity for employment of more number of women. The secret to work-life balance will vary depending on field of work, family structure and financial position. personal life and professional work are two sides of coin it is difficult to separate and form a source of conflict. Companies must strive to develop a special bond with its people, so that they will put in more into their jobs and contribute positively. The philosophy of work life balance for the people/employee of the company is a very progressive and encouraging concept.
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International Journal of Multidisciplinary Research Vol.2 Issue 3, March 2012, ISSN 2231 5780

BIBLOGRAPHY 1. Blaskovich, Sarah , Scaling life back to get more done. May 1, 2009 1771 2. Finding Balance Between Making Money and Being Happy Kevin T. Smith Jun 22, 2008 686 3. Green, F. (2001). Its been a hard days night: The concentration and intensification of work in the late 20th century. British Journal of Industrial Relations 4. Hochschild, J. (1997). The Time Bind: When Work Becomes Home and Home Becomes Work. New York: Henry Holt and Co. 5. Hochschild, A. and Machung, A. (1989). The Second Shift: Working Parents and the Revolution at Home. New York: Viking. 6. Jobs Bridge Think Again on Work-Life Balance ,May 6, 2009 914 7. Johnson, Mike; Chadwick, Andrew Cover story Today's workplace is about flexibility. Apr 1, 2009 3489 8. Morgan, M. Goldsmith, R. Gandossy, and M.Effron. New York: WileyH. 2003. The challenges of a global marketplace. In Human resources in the 21st century, New York 9. R.J.Burke, Organizational values, job experiences and satisfaction among managerial and professional women and men: Advantage men?, Women in Management Review, Volume.17, Issue.No.5,2002, pp.5 & 6. 10. Work-life balance should suit everyone. Jan 13, 2009 215 11. Work-Life Balance: Policies & Initiatives in Irish Organizations - Out Now. Jul 8, 2008 532 12. Work-Life Balance Is Possible! Joie Charles Jun 6, 2008 652 13. Women in the workplace in Japan: profiles of professionals. Wahlin, Willhemina Company overview Sep 1, 2007 3148

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