76 Indian Journal of Public Health Research & Development, April-June 2018, Vol.9, No. 2 the part-time managers of the sample chosen in the study
held varied careers while working full-time, but careers stalled once a transition intensively and felt frustrated with their lack of mobility and career progression while working part-time. Swanson, W, Simpson R J (1998)[6]
stated that the threat of imbalance in work and non-work life has implications not only for the employees but also for organizations, government and society.
ReSeARCh MeThOdOlOgy
Research design: Descriptive research includes surveys and fact – findings inquiries of different kinds.
The major purpose of descriptive research on the state of affairs, as it exists at present.
Sample Size: The sample size taken for the study is 41 Managers at IT Industry, Chennai.
Sampling Method: In this study, about 41 of the employees have been interviewed through Stratified random Sampling method.
Statistical Tools: The test collected will be analyzed with various statistical tools like Chi square, weighted average method.
ChI SQuARe
1. Relation between able to balance work life and job sharing helps to balance work life.
H0: There is no significant association between Able to balance work life and Job sharing helps to balance.
Chi-Square Tests
TAble 1
Value df Asymp. Sig.
(2-sided) Pearson Chi-Square 8.023a 12 .003
Likelihood Ratio 9.623 12 .649 Linear-by-Linear
Association .960 1 .327
N of Valid Cases 41
a. 20 cells (100.0%) have expected count less than 5.
The minimum expected count is.10.
Interpretation: From the above chi square test p value is 0.003. And it is less than 0.05, So H0 is rejected
Hence there is a significant association between Able to balance work life and Job sharing helps to balance.
2. Relation between time to meet your child’s teacher to know about them and work on holidays will affect your personal life.
H0: There is no significant association between time to meet your child’s teacher to know about them and work on holidays will affect your personal life.
TAble 2
Value df Asymp. Sig.
(2-sided) Pearson
Chi-Square 17.939a 16 .327
Likelihood Ratio 20.491 16 .199 Linear-by-Linear
Association 2.449 1 .118
N of Valid Cases 41
a. 25 cells (100.0%) have expected count less than 5.
The minimum expected count is .12.
Interpretation: From chi square test, p value is 0.327.
And it is greater than 0.05, So H0 is accepted.
Hence there is no significant association between time to meet your child’s teacher to know about them and work on holidays will affect your personal life.
3. The relation between gender and Work from home after working hours.
H0: There is no significant association between Gender and work from home after working hours affect personal life.
TAble 3
Value df Asymp. Sig.
(2-sided) Pearson
Chi-Square 7.140a 4 .129
Likelihood Ratio 8.273 4 .082
Linear-by-Linear
Association 1.224 1 .269
N of Valid Cases 41
a. 6 cells (60.0%) have expected count less than 5.
The minimum expected count is 1.17.
Interpretation: From this chi square test p value is 0.129. And it is greater than 0.05, So H0 is accepted.
Indian Journal of Public Health Research & Development, April-June 2018, Vol.9, No. 2 77 Hence there is no significant association between
Gender and work from home after working hours affect personal life.
Weighted Average Method:
1. Work Pressure in the company:
TAble 4
X W XW
Strongly Agree 9 5 45
Agree 10 4 40
Neutral 14 3 42
Disagree 5 2 10
Strongly Disagree 3 1 3
Total 140
Weighted Average Method: Total(XW) Total(X)
= 40
= 3.414 (or) 3
41
Interpretation: From this table, it is inferred that employees are in NEUTRAL State. And it is inferred that Employees are under work Pressure very occasionally.
2. Work hours affect Personal Life.
TAble 5
X W XW
Strongly Agree 6 5 30
Agree 9 4 36
Neutral 6 3 18
Disagree 14 2 28
Strongly Disagree 6 1 6
Total 118
Weighted Average Method: Total( XW) Total(X)
= 18
= 2.87
= 3
41
Interpretation: From this table, it is inferred that employees are in NEUTRAL State. And it is inferred that Employees are affected by their Work hours very occasionally.
FINdINgS
z Nearly half of the employees are under the age group of 31 to 45.
z More than half of the employees in the organization are experienced from 5 to 10 years.
z Most of the employees are satisfied with their working hours.
z Nearly one third of the employees are agreeing to increase in the productivity due to work life policy.
z About half of the percent of employees strongly agrees for involvement of family members in reward function.
z About one third of the employees is agreed for company organize holiday camps.
z Nearly half of employees have strongly agreed for good career prospect in the company.
z From Chi-Square test, there is a significant association between Able to balance work life and Job sharing helps to balance.
z From Chi-Square test, there is no significant association between time to meet your child’s teacher to know about them and work on holidays will affect your personal life.
dISCuSSION OF The STudy
From the above study, most of the employees are in the age group of 31-45 having an experience around 5-10 yrs. It was also noticed that employees are happy with flexible working hours of the company, as well as they felt that company organizes holiday camps as a part of get-together for their employees. Most of the IT companies should give preference to the learning and development programs in order to improve the productivity, which ultimately leads to the profits of the organization.
ReCOMMeNdATIONS
z The opportunity for fresher’s is low when compared to experience candidates, they can increase the percentage of recruiting the fresher’s in the organizations.
z Only one third of employees can be able to balance their life, the management has to concentrate on the remaining percentage and training them according to the employee needs.
78 Indian Journal of Public Health Research & Development, April-June 2018, Vol.9, No. 2 z It is found that more employees are under pressure,
management should concentrate on the employees and try to provide a stress free environment.
z Management can more concentrate on work life policy in the organization to increase the productivity.
z The management can make changes in the work life policy. So that, the percentage of employee involvement in work will increase.
z A company can avoid employees to work on weekends and government holidays.
z The management can conduct annual events which may involve employee’s family into it.
CONCluSION
Organizations which encourage work life balance in principle and in practice will reap the benefits of increased employee engagement, discretionary effort and finally leads to the productivity. A strategy to encourage work life balance or a series of work life initiatives is not sufficient to increase effort and employee engagement.
Work life balance must be supported and encouraged at all levels of the organization, including senior management, line managers and all staff.
Building an organizational culture supports work life balance is a long term process for large organizations. It involves changing the way people think and talk about their work and about work life balance so that using flexible working options and other work life initiatives become accepted and normal for everyone regardless of their gender, seniority within the organization or personal commitments.
ethical Clearance: Nil Source of Funding: Self Conflict of Interest: Nil
bIblIOgRAPhy
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“Quality of Work life balance- One lives to work or Works to live”,” Journal of Exclusive Management Science”, ISSN: 2277-5684, Vol:3 Issue:1, Pp:1-7
2. Ramya. R (2014),” Work life Balance Strategies for Women”, “International Journal of Research and Development-A Management Review”, ISSN: 2319-5479, Pp:21-26.
3. Woods, Stephen (2011), “High Involvement Management, High Performance work Systems and well-being”, “ The International Journal of Human Resources Management”. Vol: 22, Issue:
7, Pp- 1586-1610.
4. Dan forth, S (2011) Leaders need to recognize stress. Wicked Local Dedham (online).
Retrieved September 20,2011 from www.
dailynewstranscript.com
5. Jennifer and Susan Durbin (2010), “ Female part-time Managers Work-life balance”, Aspirations and Career Mobility, Equality, Diversity and Inclusion: An International Journal, Vol: 29, Issue no: 3, Pp:255-270
6. Swanson. W, Power. K. G, and Simpson. R. J, 1998,” Occupational Stress and Family Life: A Comparison of Male and Female Doctors. Journal of Occupational and Organizational Psychology, Pp: 237-260.