8

CHAPTER – 2

LITERATURE REVIEW

2.1 INTRODUCTION

In Research, review of literature related to the study plays a very important role. It helps
in defining the problem, stating the objectives, framing the hypothesis, designing the
study, developing the methodology and also in interpreting and giving suggestions. This
chapter deals with various studies from 1978 are being considered. The secondary
sources of the review include reputed journals, books, working papers, reports,
magazines etc.

Miller (1978)1 emphasized that earlier the work life used to begin at age 16 and end at
age 70 and now begins at 20 and ends at 62 for most of the working personals. In any
case, controlled impacts of the expansion in normal length of life in the course of the
most recent 80 years might be related with specific changes in work-life history as more
individuals achieve the more established ages with their wellbeing to allow them to
appreciate relaxation and picture of the retirement years. Regardless of that changing
perspective of marriage like connections likewise influences work-life adjust the same
number of ladies are never again expecting long lasting accomplices, and thusly they
stretch the significance of obtaining abilities and capabilities

Rice (1985)2 highlighted the connection between work fulfillment and nature of
individuals' lives. He fought that work encounters and results can influence a man's
general personal satisfaction, both straightforwardly and in a roundabout way through
their consequences for family communications, relaxation exercises, and levels of
wellbeing and vitality.
Kaye and Sutton (1985)3 recommended a solid association that exists amongst efficiency
and nature of working life for office principals with specific consideration being paid to
work fulfillment.
 9

Loerch et al. (1989)4 analyzed the connections among family area factors and three
wellsprings of work family conflict (time, strain and conduct based) for the two men and
ladies. Family area factors inspected included time based (number of kids, life partner
work hours every week, couple's business status) strain based(conflict inside family,
companion bolster, nature of involvement in mate or parent part) and conduct based
forerunners, family interruptions (parental, conjugal, home obligations) and part
association. The outcomes showed that the time based precursors (number of youngsters,
life partner work hours, couple's business status) were not altogether identified with any
type of work family struggle for men or ladies. Strain based predecessor, strife inside
family, was found to have a positive association with work family struggle. Be that as it
may, the negative relationship of other strain based forerunners (life partner bolster,
nature of companion and parental encounters) and work family struggle was not upheld.
The conduct based predecessor, part congruity, was not fundamentally identified with
any type of work family strife. The variable of part contribution essentially anticipated
just the time based clash for men.
Efraty and Sirgy (1990)5 reported that QWL was positively related to organizational
identification, job satisfaction, job involvement, job effort, and job performance.
Gutek et al. (1991)6 In his study using a sample of psychologists and a sample of
volunteer managers a two groups of employed people with families, were selected. The
findings indicated that the two types of perceived work family conflict (work interference
with family and family interference with work) were clearly separable and relatively
independent of each other. The people saw less family impedance with work than work
obstruction with family.
Frone et al. (1992)7 in a study of randomly drawn sample of 631 employed adults (278
men and 353 women) also found that work to family conflict is more relevant than family
to work conflict, suggesting that family boundaries are more permeable to work demands
than are work boundaries to family demands.
Igbaria et al. (1994)8 investigated the role of involvement of professionals and managers
in influencing the QWL. Overall, the findings indicate that job involvement plays a
 10

varied and complex role in influencing the reactions of information system personnel to
different experiences at work and consequently, their quality of work life.
Aryee and Luk (1996)9 in an investigation of 207 both earner couples in Hong Kong
found that men fundamentally recognized more with the work part, had more
involvement in the workforce, and saw more life partner bolster. Conversely, ladies
altogether, distinguished more with the family part, had primary obligation regarding
childcare, invested more energy every week with the kids and saw more requirement for
family responsive approaches. What's more, the outcomes uncovered that ladies adjust
their work and family personality by exchanging off one for the other. Interestingly, men
can at the same time relate to work and family parts.
Adams et al. (1996)10in the study develops model of the relationship between work and
family are tested. The findings are that with lower levels of family interfering with work
have higher levels of family emotional and instrumental support.
Karrir and Khurana (1996)11 found significant correlations of quality of work life of
managers from three sectors of industry viz., public, private and cooperative, with some
background variables (educational qualification, native/migrant status, income level) and
with all of the motivational variables, like job satisfaction and job involvement.
Gary A. Adams, Lynda A. King, and Daniel W. King (1996)12 A model of the
relationship between work and family that incorporates variables from both the work-
family conflict and social support literatures was developed and empirically tested. This
model related bidirectional work-family strife, family instrumental and enthusiastic social
help, and employment and family contribution to occupation and life fulfillment.
Information originated from 163 laborers who were living with no less than 1 relative.
Results proposed that connections amongst work and family can importantly affect
occupation and life fulfillment and that the level of inclusion the specialist allots to work
and family parts is related with this relationship. The outcomes likewise proposed that the
connection amongst work and family can be all the while described by strife and support.
Larger amounts of work meddling with family anticipated lower levels of family
 11

passionate and instrumental help. More elevated amounts of family passionate and
instrumental help were related with bring down levels of family meddling with work.
Hammer et al. (1997)13 collected the data from 399 dual-earner couples and found that
work family conflict had strong crossover effects for both males and females, indicating
that individual’s level of work family conflict was a significant predictor of their
partner’s level of work family conflict.
Hossain and Islam (1999)14 explored the general Quality of Working Life (QWL) and
occupation fulfillment and execution of the administration healing center medical
caretakers in Bangladesh. The outcomes uncovered a noteworthy positive connection
amongst's QWL and execution and employment fulfillment and execution.
Wanous et al. (2000)15In his study, Quality Work Life (QWL) has used three aspects
namely affective, cognitive and instrumental for measuring the QWL. Quality of
relationships and pessimism about organizational change are two dimensions for
measuring the affective facet. In the many past climate studies it is found that Quality of
relationships is a critical component of the social relations. Another important indicator
of the affective climate as cynicism is usually forced by perceptions of ineffective
leadership practices. Pessimism about change is negatively related to job satisfaction as
anticipation in future improvement would be low.

Lewis, S (2000)16 The concept of work-life balance is based on the notion that paid work
and personal life should be seen less as competing priorities than as complementary
elements of a full life. The way to achieve this is to adopt an approach that is
“conceptualized as a two-way process involving a consideration of the needs of
employees as well as those of employers”. In order to engage employers in this process, it
is important to demonstrate the benefits that can be 50 derived from employment policies
and practices that support work-life balance.
Allen, T.D et.al. (2000)17 also found that as WFC increased, job satisfaction decreased
among individuals of both genders in diverse professions, various career stages and from
different countries. And also when WFC increased, organizational commitment
decreased, where WFC is associated highly with turnover or the intention to leave. Both
 12

physical and psychological stress have been associated with WFC, including
Psychological strain, anxiety, general life stress, increased blood pressure, alcohol abuse,
burnout, work related stress and depression.
Myrtha Casanova (2001)18 has said that a high proportion of companies in Spain are not
fully aware of the impact that Work/ Life balance strategy has on corporate results. 67%
of the companies in Spain that have mentioned Work / Life balance is not a priority for
them are actually initiating a relatively high number of such schemes. They do not
consider it as a strategic tool. In contrast, the companies that implement the lowest
number of such programs, state that work /life balance is a corporate policy priority.
Sirgy et al. (2001)19 studied the predictive effect of QWL on job satisfaction and it was
found that job satisfaction is a positive function of QWL. Employees whose QWL is high
are likely to feel satisfied with their jobs.
Guest, D.E (2001)20 points out that different aspect of an individual’s personality also
adds to the different perceptions of balance. Guest gives the example of workaholics who
choose to work long hours even though they may not have to, and this is usually at the
expense of other activities.
Hill et al. (2001)2 1 reveals that both men and women report similar levels of work family
balance. Gender was not significantly correlated to work family balance.
Gifford (2002)22 examined the relationship between unit organizational culture and
several important job-related variables for nurse retention in the labor and delivery units.
This study attempted to broaden understanding of nurses’ job satisfaction by including
measures of organizational commitment, empowerment, and job involvement and intend
to turnover. These variables were described collectively as QWL. A primary finding of
the study was that the human relations model has the strongest statistical relationship
with the QWL measures and is positively related with commitment, job involvement,
empowerment, and job satisfaction, but negative relationship with intent to turnover.
Sturman (2002)23 used job commitment scale as one of the others scales to assess the
QWL of 389 primary and 285 secondary school teachers in England. The findings related
 13

to job commitment were that primary teachers were found to be more committed to their
jobs than other teachers.
Rhoades & Eisenberger (2002)24 exhibits in his study that the level of support offered
by the organization is also a measure of the quality work life besides factors relating to
organizational climate. Perceived Organizational Support as that the values and
contributions extended to employees by the organization and cares about their well-
being. POS is a key factor in influencing employee commitment to the organization, job
satisfaction, and general quality of work life. Many studies conclude that the relationship
between perceived organizational support and work-life quality of workers are positive in
nature and leads to a healthy organizational commitment, employee performance and job
satisfaction.
Burke, R.J (2002)25, observes that both women and men prefer working in organizations
that support work-life balance. Men appeared to benefit more than women. Women stress
that work and family are both equally important and both are the sources of their
satisfaction.. When work does not permit women to take care of their family, they feel
unhappy, disappointed and frustrated. The author suggests that the lesser stress the
intention to quit will be lower in the organization.
Vloeberghs (2002)26 identifies that to measure the present situation of work life balance a
practical instrument is needed. However, the current policies are narrow-minded in terms
of addressing the needs and aspirations of employees as revealed by the researchers
Eikhof et. al. (2007). To meet employee expectations for flexible benefits that help with
their work-life balance the employers are realizing for its responsiveness and taking
innovative measures.
Fisher McAuley et al. (2003)27 analyzed the connection between representative’s
convictions about having a harmony amongst work and individual life, and the sentiment
work push, work fulfillment, and reasons why one may stop his/her activity. The
information was gathered from two free, heterogeneous specimens of workers. The first
sample comprised of 603 fitness professionals while the second consisted of 545
managers employed in a variety of organizations spanning many industries and functional
 14

departments. The findings indicated that having a lack of work-life balance was an
occupational stressor that leads to strains, including feeling of overall work strain, job
dissatisfaction, non-work related reasons for leaving and turnover intentions.
Stephen P.Robbins, (2003)28 Employees are progressively perceiving that work is
crushing out individual lives and they are not upbeat about it . Studies recommend that
workers need occupations that give the adaptability in their work routines so they can
better oversee work-life clashes Organizations that don't enable their kin to accomplish
work-life adjust will discover it progressively difficult to draw in and hold the most
skilled and persuaded representatives. Research on work/life clashes has given new bits
of knowledge to supervisors into what works and when. Time weights are not essential
issue fundamental work/life clashes. It is the mental obstruction of work into family
space and the other way around. Individuals are stressing over individual issues at work
and contemplating work issues at home. This recommend association ought to spend less
exertion helping representatives with time administration issues and more exertion at
helping them unmistakably section their lives.
Schimdt et al. (2003)29 defines that work processes, structure and extrinsic rewards as
the instrumental climate facet of quality work life. The scope of instrumental climate
selected in his study includes access to resources and time control. Access to work space,
funds, support staff, supplies and materials are part of access to resources and whereas
time control denotes the ability of employees to control the time at work and give priority
to what they perceived to be the most important task at hand.

Hyman and Summers (2004)30 classified seven major problems which are associated
with current practices over work-life balance these are unevenness of adoption across
different sectors and organizations, lack of standard policies at organizational level,
restricted employee involvement in the implementation of policies, policies are not
primarily to meet employees but only business needs, there is no reduction in working
hours, tangible and intangible work intrusions into domestic life , domestic
responsibilities are done by women irrespective of their employment status.
 15

Basant and Rani (2004)31Women's Labor compel support has been expanding in many
creating nations and India is no exemption. The ascent in ladies' investment is join by a
move in the work from the farming to the non-horticultures parts exceptionally the
tertiary segment what we call as administration division. Because of expanded rivalry and
globalization, created nations are outsourcing a large number of the exercises to the
creating nations. India is the pioneer in such manner. Ladies are finding expanding work
in exchange, back, land and different business administrations, notwithstanding IT
Occupations.
Rajadhyaksha and Smita (2004)32, work and family research are two separate and
disconnected paths in India. One is the route charted out by women’s studies centers that
has looked at structures of patriarchy within the country and how these contribute to the
subordination of women at work and at home. Their focus has been on rural and
underprivileged women. The other path of psychosocial research conducted from a role
theory perspective has largely examined work and family relations within urban settings.
There has been little cross-pollination between these two streams marked by lack of
cross-references in published research studies. Further, research in the area of
Management, where it is most needed, has been sparse and lacking in depth. The current
study aims at filling up this gap.
Hsieh et al. (2005)33In his study investigates the view of Taiwan hotel managers
regarding personal work-life balance and its relationship to various demographic
variables, such as gender and marital status. Thus found that there is no significant
differences between male and female managers, nor there any significant differences
between married and unmarried male/female managers
Wesley and Muthuswamy (2005)34in an investigation of 230 educators in a designing
school in Coimbatore, India, found that work to family conflict was more predominant
than family to work conflict, in this manner demonstrating that porousness of work into
family was more than porousness of family into work.
Sharon Foley & Ngo Hang-Yue (2005)35In the study it is predicted, and found that
perceived Organizational support is negatively related to both family-to-work conflict
 16

and work-to-family conflict) and there was positive relation between work stressors and
family-to-work and work-to-family. This study has important practical implications that
are quite encouraging for organizations. Perceptions of support from the organization
reduce the conflict one feels with FWC and WFC. In other words, when the organization
communicates to employees that they are valued, employees are less likely to experience
work-family conflict.
Jack Welch (2005)36Work life adjust is a swap – a give you have made with yourself
about what you keep and what you surrender. It is no fortuitous event that work life
adjust entered general society space about the time that ladies – and particularly moms in
double vocation family units began working in compel. All of a sudden there was an
entire gathering of individuals juggling two totally unrelated and impacting requests:
being awesome guardians and extraordinary workers in the meantime. Particularly in the
olden days, the battles to make everything work were untidy and agonizing for some
working mothers and their stories were loaded with blame, indecision and outrage.
"Work-life unevenness normally emerges out of an absence of satisfactory time and/or
support to deal with the work duties and individual and family obligations.
Drew and Murtagh (2005)37inspected the experience and disposition of female and male
senior chiefs towards work life Balance. The examination was embraced in a noteworthy
Irish association, for which work life balance was a key corporate goal. The finding of
the examination was that most prominent deterrent to accomplishing work life balance
was simply the "extended periods" culture, in which benefiting oneself of adaptable
alternatives (e.g. flextime/telecommuting) is incongruent with holding a senior
administration post. A significant number of senior men could designate family/minding
exercises to their spouses, which was unrealistic for dominant part of ladies in senior
positions. Subsequently men looked for work life balance to determine, driving/work
time issues. The two men and ladies in senior administration perceived that their own
professions would be truly risked by taking up work life adjust courses of action
Budhwar, Varmaet al. (2006)38 observes that Indian BPO organizations are affected
with high levels of employee turnover. The biggest challenge faced by today’s employees
 17

is to maintain a satisfactory level of work-life balance. The contemporary work place is

characterized by long working hours and demanding work, resulting in work-life
imbalance. From the home front, youngster care and senior care duty fundamentally add
to the work-life irregularity. In spite of the fact that the male provider show is supplanted
by double provider demonstrate, women still play out a noteworthy part of unpaid work.
Grzywacz and Carlson (2007)39contemplated the change clarified in work and family
related results, for example, fulfillment and worry, by two means: utilizing a solitary
thing of work-family adjust (general evaluation) and by utilizing the four-overlap
scientific classification of work-family adjust (i.e., the segments approach displayed by
Frone (2003). They found that the parts approach created methodically higher
clarification rates than did the general examination: for instance, on account of
occupation stretch, the separate clarification rates were 45% as against 18%. In this
manner, it is suggested the utilization of measures of work-family strife and work family
improvement (i.e., assistance, upgrade) for researching and evaluating the experience of
work-family adjust.
Kinnunen and Mauno (2007)40 gathered information from an example of 501
representatives working in four associations, i.e., civil and social medicinal services,
producing for trades, a bank and a general store. The outcomes shown that impedance
from work to family was more common than obstruction from family to work among
both genders. Be that as it may, there were no sex contrasts in encountering either work
to family or family to work struggle.
Bloom et al. (2007)42 stated that on average larger firms which are typically more
globalize have better work-life balance practices and Employers are being encouraged to
enhance their business performance by introducing work-life policies.
Conklin and Desselle (2007)43 developed a multi dimensional scale to measure work
satisfaction an integral component of quality of work life among 885 pharmacy faculty
members and determined its reliability and validity.
Saadet al. (2008)44 studied employee’s perception of their work life quality in the
university. Utilizing numerous direct relapse just three QWL factors; seriousness of
 18

occupation, confidence in hierarchical change, and independence were fundamentally

identified with work fulfillment.
Macky and Boxall (2008)45 announced that representatives working longer hours are
somewhat more prone to report a more noteworthy discomfort in the work life
relationship. The five high association factors (i.e. energy to settle on choice and act self-
ruling, data arrangement, rewards, information of the activity and group working) were
observed to be contrarily related to work life irregularity. It was additionally discovered
that expanding the accessibility of work life adjust strategies for representatives did not
enhance the connections when strain to work longer hours was higher, and workers felt
more noteworthy work life discomfort.
Fuß et al. (2008)46 opines that the significant predictor of work interference in family
was the socio demographic factor of age group. The younger participants have the higher
perceived work interference in family.
Burke and Cooper (2008)47In his study investigated the working patterns in various
countries and found that one fifth, over 600 million worldwide, worked excessively long
hours based on a maximum 48-hour work week. The ILO concluded that health and
family enhancement, mistakes in the workplace, increase in productivity, employee
efficiency and less accidents are the benefits for working shorter hours.

Rebbecca Bundhun (2009)48 opines that the perception about balance of life is different
between Women and men. As women tends to be devoting more time to family, while
men spend more time in pursuing personal interests. work-life balance reflects in
establishing an accord of an individual’s interest and on one’s work and personal life.
Sanghamitra Buddhapriya, (2009)49Meeting contending requests of work and family
isn't tiring yet can be upsetting and can prompt disorder and truancy. It unavoidably
influences profitability. Adjusting both profession and family is a burdensome errand for
working ladies particularly when they have little kids and there is no very much prepared
day-mind/crèche offices where they can leave their children with no pressure while they
are grinding away. Ladies regularly experience the ill effects of the blame complex of not
investing enough energy amid the youthful age of their kids and being compelled to leave
 19

their youngsters in the hands of the house keepers on whom they have little confidence.
Ladies representatives hence confront a double weight – work and family-which makes a
considerable measure of anxiety and part strife.
Steiber (2009)50 found that time-based work requests were unequivocally connected with
the experience of work-family conflict both among women and men. Long working
hours, working non-day plans or at ends of the week and working extra minutes at short
notice ('erratic work hours') demonstrated an irritating impact on struggle, with long and
unsocial hours being more firmly identified with time based clash than to strain based
clash. Strain-based work requests were likewise observed to be instrumental in the
formation of contention. The more individuals felt that they need to buckle down in their
employments ('work weight'), the higher was their apparent level of contention. It was
additionally discovered that a high level of control over how one's every day function is
sorted out ('occupation independence') helped individuals to better co-ordinate the time
requests of their work and family parts, however such an impact was discovered just for
women. Further, a larger amount of employment ability was found to expand ladies' and
men's inclination that their activity kept them from giving more opportunity to their
accomplices and families (time based clash), and was likewise identified with strain
based clash, i.e., the inclination that one is frequently excessively tired after work,
making it impossible to take part in non-work exercises.
Islam and Siengthai (2009)51 conducted an exploratory study on the influence of
worker’s quality of work life on job satisfaction and organizational performance and it
was found that QWL related to employee job satisfaction is positive and significant.
Anbarasan and Mehta (2009)52 identified job awareness and commitment as one of the
five factors to estimate the perception on the quality of work life in reference to the
organizational characteristics. This factor had significant positive correlation with quality
of work life.
Namayandeh and Yaacob (2010)53contemplated the centrality of gender introduction as
a standout amongst the most vital individual factors on Work obstruction with family
(WIF) and Family impedance with work (FIW). They analyzed the impacts of individual
 20

foundations, for example; age, work understanding and length of marriage on WIF and
FIW. The specimen for this examination comprises of 198 married ladies nurture in
Shiraz-Iran. The discoveries uncovered that wedded women’s medical attendants have
higher WIF. This investigation additionally determined that women’s medical attendants
with more seasoned age, more years of employment experience, and longer span of
marriage, saw bring down level of WIF and FIW.
Insights on Women in India (2010)54 The Government of India has embraced a few
activities to offer help to working ladies. Some of these activities are: Rajiv Gandhi
National Crèches Scheme for the Children of Working Mothers ,Working Women's
Hostels with Day Care Centers , Swawlamban, recent Setting up of Employment and
Income Generating Training – cum – Production Units for Women (NORAD) exchanged
to the States with impact from 01.04.2006 , Support to Training and Employment
Program for Women (STEP) , Swayamsidha , Priyadarshini, Women's Empowerment and
Livelihood Programs in the Mid Gangetic Plains , Rashtriya Mahila Kosh (RMK) . A few
enactments have been sanctioned since Independence for the welfare of specialists and
ladies laborers. These are: The Equal Remuneration Act, 1976, The Minimum Wages
Act, 1948, The Mines Act, 1952, The Factories Act, 1948 (Amended in 1949, 1950 and
1954), The Beedi and Cigar Workers (Condition of Employment) Act, 1966, The
Contract Labor Act 1976 (Regulation and Abolition) Act, 1970, The Employees State
Insurance Act, 1948 (with rules until 1984), The Maternity Benefit Act, 1961 (Amended
in 1995), Supreme Court Order with respect to Sexual Harassment of Women at Work
Place and Other Institutions, 1999, The Employment Guarantee Act, 2004, The Domestic
Workers (Registration, Social Security and Welfare) Act, 2008, The Unorganized Sector
Workers' Social Security Bill, 2007 (Under thought of Parliament)
Saufiet al.(2010)55 explored the level and relationship between quality of work life with
employee’s job involvement and effective commitment and was found that working
conditions and opportunities at work had most significant relationship with job
involvement and affective commitment.
 21

Rathi et al. (2011)56 investigated the relationship of QWL, organizational commitment

and psychological well-being. The results of the study revealed that QWL was positively
and significantly related with organizational commitment and psychological well-being,
and makes a theoretical contribution into understanding this relationship.
M.Sayeed Alam et.al. (2011)57 investigate the work-family conflict (WFC) of women
managers in Dhaka. Through stratified sampling four strata are selected (Doctors,
Teachers, Bankers and Managers) and then total forty samples are chosen from different
strata. From this investigation it is uncovered that more extended working hours
influence work family adjust straightforwardly and kids are the most noticeably awful
casualties of this WFC.
Kei Nomaguchi & Melissa A. Milkie (2011)58In their study found that over half of
spouses’ overestimate or underestimate each other’s work-family conflict. Husbands are
more likely to overestimate than underestimate wives’ work-family conflict. Spouses'
overestimating wives' work-family struggle is identified with husbands' impression of
better relationship quality. Wives' thinking little of husband's contention is identified with
the two mates' impression of poorer relationship quality. These discoveries demonstrate
the impact of gendered social contents of the division of work inside families on spouses'
impression of wives' work-family strife and feature potential expenses of wives'
convictions of husbands' absence of work-family struggle for relationship quality.

Murphy and Doherty (2011)59 revealed that it is not possible to measure work-life
balance in an absolute way as there are personal circumstances which influence the way
that is perceived. By establishing a harmony that reflects an personal priorities and must
draw a firm line between their personal and work lives.
Thakur and Surampudi (2011)60 studied how people at organizations manage time at
work which in turn affects their work-life conditions. The sample for the study consisted
of 30 Information and Technology professional from the entry level executives to middle
level managers. The duration of employment is between one to five years.
Kasimatis and Guastello (2012)61 investigated the effects of Work role and parenting
style on life satisfaction in midlife mothers. The data were collected from 432 mothers of
 22

college-aged children. Result indicated that Work role was found to be non-significant in
relation to midlife mothers’ life satisfaction, whereas an authoritative parenting style was
significantly correlated to this same variable. Working mothers reported being more
focused, particularly when their kids were more youthful, however again maternal work
part was not prescient of these women's life fulfillment in midlife.
D. Chitra, & V. Mahalakshmi (2012)62 has focused that Quality of Work Life is used as
strategic tool for acquisition and retaining the talent in many organizations. The ability to
satisfy important personnel basic needs by the organization through their experience in
the organization to the workforce is quality work life. Ten factors to gauge Quality Work
Life (QWL) are analyzed to be specific help from association, work-family struggle,
association with peers, self-ability, affect on work, importance of occupation, idealism on
hierarchical change, self-sufficiency, access to assets and time control. Every one of these
factors were tried the association with work fulfillment. The test indicated that each of
the QWL variables on its own is a salient predictor of Job Satisfaction. However, seven
QWL variables are no longer significant predictors for job satisfaction when all the ten
QWL variables are entered into the regression equation. Job, optimism on organizational
change and autonomy are three factors significantly related to Job Satisfaction known by
regression analysis.
Masood and Mahlawat (2012)63 identified the impact of various demographic factors on
the critical factors of work-life balance. The sample of 300 employees included in the
study was drawn from different places of Haryana (India). The sample size of the study
consisted of from different levels in the organization. The result indicated the following:
gender variable has significant impact on organization critical factors for maintaining the
work-life balance, level of management variable has significant impact on organization
critical factors for maintaining the work-life balance as nine out of ten factors have
significant difference on it, experience variable has significant impact on organization
critical factors for maintaining the work-life balance as all factors has significant
difference on it, gender variable have significant impact on employer critical factors for
maintaining the work-life balance as three out of fourteen factors have significant
 23

difference on it, level of management variable has significant impact on employer critical
factors for maintaining the work-life balance as eight out of fourteen factors have
significant difference on it, and experience variable has significant impact on employer
critical factors for maintaining the work-life balance as all factors have significant
difference on it.
Thriveni et al. (2012)64determined the relationship between the demographic variables
and work life balance among women employees in various professions like IT, BPO,
Marketing, Insurance, Banking and Education at Bangalore. The sample comprised of
340 women employees. The findings revealed that there is a significant relationship
between all demographic variables - age, experience, marital status, income, type of
family, number of dependents and perception of work- life balance of women employees.
Jaimini Sail and Prajakta Pawar (2013)65The workforce of today comprises of sizeable
number of women population. These are the ones who not only have to overcome the
challenging situations at workplace but at house work also, which has a tremendous
impact on the performance of work. The demand for work-life-balance solutions by
employees and managers is expanding at an unprecedented rate. As a result, work-life
balance is an increasingly hot topic. Over the coming decade it will be a standout
amongst the most vital issues that officials and human asset experts will be relied upon to
oversee. Work life Balance is emphatically associated with execution of ladies. For better
execution from the working women’s association should actualize Development
programs. Another most important thing is that this organization should have some sort
of get- together yearly once and appreciation of work of employees and workers should
be done so that they get motivated to work.

Annam Akram & Muhammad Hassaan (2013)66 This study examine the impact of
work life conflict on job satisfaction among doctors in the cultural context of Pakistan
.The research study the impact of two dimensions of work life conflict i.e; work to family
interference and family to work life interference on job satisfaction. Correlation and
regression analysis were used to find the relationship between the variables. The
aftereffects of the investigation uncover that there is a huge negative connection between
 24

work to family obstruction and employment fulfillment. The outcomes have been talked
about with regards to Pakistani culture.
Smita Singh (2014)67the present study strives to develop a reliable and valid scale to
measure the work/life balance among the working professionals in north India. The data
collected from a sample of 114 service sector professionals, on analysis, resulted in a 24-
item scale with Cronbach alpha value 0.908 and the reliability of subscales ranging from
0.968 to 0.798. The approved instrument involves four measurements operationalized as
Work Spillover in Personal Life, Personal Life Spillover in Work, Work/Life Behavioral
Enhancers and Work/Life Behavioral Constrainers. The build legitimacy of the scale is
given by methods for content, united and discriminant legitimacy. Finally, the paper
examines the issues of relevance of the scale.
Manju Raisinghani & Ranjit Goswami (2014)68The current work force scenario is
marked by the fast pace of change, intense pressure, constant deadlines, changing
demographics, increased use of technology and the work from home concept. Also with
the increase in the proportion of dual earner families and the kind of life style finance
people are having work life conflicts are inevitable. The review uncovers that the greater
part of the examinations done in the past depended on experimental research which
endeavored to distinguish connection between work life strife and its results like
occupation fulfillment, hierarchical duty, work to family interface and family to work
interface. Other variables like gender, age, marital status, no of dependents, employee
role, job responsibility, parental status etc were widely studied. The results show that all
these have either negative or positive relation with work life balance or work life conflict
Aditi Thakur and Narsingh Kumar (2015)69The study researches the impact of POS,
role related angles (over-burden, separation and stagnation) and work inclusion on work-
life adjust. The specimen contains 96 representatives from a multi-national organization.
Institutionalized surveys were utilized for information gathering. Result of the direct
effects indicated a) a positive correlation between perceived organizational support and
work life balance b) a negative correlation between role related aspects (overload,
distance, stagnation) and work life balance c) a non-significant correlation between work
 25

involvement and work life balance. Coordinate impact from step-wise relapse
investigations recommended that apparent hierarchical help and part related perspectives
developed as critical indicators of work-life adjust. Further, directing impact of self-
adequacy was analyzed by middle split technique. Step-wise relapse investigations
aftereffects of the two gatherings demonstrated that self-viability assumed part of a
noteworthy arbitrator between the relationship of an) apparent hierarchical help and work
life adjust (b) part related angles and work-life adjust. The discoveries of the examination
recommend that representatives with low self-adequacy may look for more authoritative
help in contrast with high self-effective workers.
Navaneetha Krishnan Kengatharan (2015)70 The study serves as a catalyst for future
studies and theory building on the interaction between the work and family domains. This
research has identified major strands of the extant literature on work family conflict and
ipso facto it can guide research scholars towards the unknown terrain of the work family
sphere. This research provides useful insights to policy makers, practitioners and makes
them aware of the overarching area of work and family in the contemporary world.
Hilary G. Roche (2015)71In his study opines that the frame of mind with which one
approaches work-life challenges can impact the decisions made, the roles a person invests
in, and satisfaction with one’s decisions. The study is to test whether approaching work-
life management with a particular frame differentially affects an individual’s work-life
satisfaction when presented with a scenario with multiple role demands. It was found that
enrichment, balance, and Proactive reflection (proflection) frames will lead to
significantly more positive work-life satisfaction, whereas a conflict frame will lead to
significantly lower satisfaction, compared to a control condition.
A.Chitra Devi & Preethi Seshadri (2016)72This study is conducted among women
employees working in BPO Organizations at Chennai. Demographic factors like age,
assignment, encounter, conjugal status, family structure and number of youngsters
fundamentally impact work-life adjust. Along these lines, an exertion is had to
comprehend the effect in the level of work life adjust caused by the statistic attributes of
the respondents. The level of work-life balance was observed to be high for respondents
 26

who are in bring down age gatherings, in the lesser levels and with less years of
experience. Conjugal status and parental status were likewise found to impact work-life
adjust.
2.1 OUTLOOK OF LITERATURE REVIEW
S.No Year Name of the Outcome of the study
Author
1 1978 Miller In any case, controlled impacts of the expansion in
normal length of life in the course of the most recent 80
years might be related with specific changes in work-life
history as more individuals achieve the more established
ages with their wellbeing to allow them to appreciate
relaxation and picture of the retirement years.
2 1985 Rice He fought that work encounters and results can
influence a man's general personal satisfaction, both
straightforwardly and in a roundabout way through their
consequences for family communications, relaxation
exercises, and levels of wellbeing and vitality.
3 1985 Kaye and He recommended a solid association that exists amongst
Sutton efficiency and nature of working life for office
principals with specific consideration being paid to
work fulfillment.
4 1989 Loerch et al. The conduct based predecessor, part congruity, was not
fundamentally identified with any type of work family
strife. The variable of part contribution essentially
anticipated just the time based clash for men.
5 1990 Efraty and They reported that QWL was positively related to
Sirgy organizational identification, job satisfaction, job
involvement, job effort, and job performance.
6 1991 Gutek et al. The findings indicated that the two types of perceived
work family conflict (work interference with family and
family interference with work) were clearly separable
and relatively independent of each other. The people
saw less family impedance with work than work
obstruction with family
7 1992 Frone et al. In a study of randomly drawn sample of 631 employed
adults (278 men and 353 women) also found that work
to family conflict is more revalent than family to work
 27

conflict.
8 1994 Igbaria et al. Overall, the findings indicate that job involvement plays
a varied and complex role in influencing the reactions of
information system personnel to different experiences at
work and consequently, their quality of work life.
9 1996 Aryee and Luk In an investigation of 207 both earner couples in Hong
Kong found that men fundamentally recognized more
with the work part, had more involvement in the
workforce, and saw more life partner bolster.
Conversely, ladies altogether, distinguished more with
the family part, had primary obligation regarding
childcare, invested more energy every week with the
kids and saw more requirement for family responsive
approaches.
10 1996 Adams et al. The findings are that with lower levels of family
interfering with work have higher levels of family
emotional and instrumental support.
11 1996 Karrir and Quality of work life of managers from three sectors of
Khurana industry viz., public, private and cooperative, with some
background variables (educational qualification,
native/migrant status, income level) and with all of the
motivational variables, like job satisfaction and job
involvement.

12 1996 Gary A. Adams, Results proposed that connections amongst work and
Lynda A. King, family can importantly affect occupation and life
and Daniel W. fulfillment and that the level of inclusion the specialist
King allots to work and family parts is related with this
relationship. The outcomes likewise proposed that the
connection amongst work and family can be all the
while described by strife and support.
13 1997 Hammer et al. Collected the data from 399 dual-earner couples and
found that work family conflict had strong crossover
effects for both males and females, indicating that
individual’s level of work family conflict was a
significant predictor of their partner’s level of work
family conflict.
 28

14 1999 Hossain and Explored the general Quality of Working Life (QWL)
Islam and occupation fulfillment and execution of the
administration healing center medical caretakers in
Bangladesh. The outcomes uncovered a noteworthy
positive connection amongst QWL and execution and
employment fulfillment and execution.
15 2000 Wanous et al. In his study, Quality Work Life (QWL) has used three
aspects namely affective, cognitive and instrumental for
measuring the QWL. In the many past climate studies it
is found that Quality of relationships is a critical
component of the social relations.
16 2000 Lewis, S The way to achieve this is to adopt an approach that is
“conceptualized as a two-way process involving a
consideration of the needs of employees as well as those
of employers”.
17 2000 Allen, T.D et.al. When WFC increased, organizational commitment
decreased, where WFC is associated highly with
turnover or the intention to leave. Both physical and
psychological stress have been associated with WFC,
including Psychological strain, anxiety, general life
stress, increased blood pressure, alcohol abuse, burnout,
work related stress and depression.
18 2001 Myrtha 67% of the companies in Spain that have mentioned
Casanova Work / Life balance is not a priority for them are
actually initiating a relatively high number of such
schemes.
19 2001 Sirgy et al. He studied the predictive effect of QWL on job
satisfaction and it was found that job satisfaction is a
positive function of QWL. Employees whose QWL is
high are likely to feel satisfied with their jobs.
20 2001 Guest, D.E He points out that different aspect of an individual’s
personality also adds to the different perceptions of
balance.
21 2001 Hill et al. He reveals that both men and women report similar
levels of work family balance. Gender was not
significantly correlated to work family balance.
22 2002 Gifford This study attempted to broaden understanding of
nurses’ job satisfaction by including measures of
 29

organizational commitment, empowerment, and job

involvement and intend to turnover.
23 2002 Sturman He used job commitment scale as one of the others
scales to assess the QWL of 389 primary and 285
secondary school teachers in England. The findings
related to job commitment were that primary teachers
were found to be more committed to their jobs than
other teachers.
24 2002 Rhoades & Perceived Organizational Support as that the values and
Eisenberger contributions extended to employees by the organization
and cares about their well- being. POS is a key factor in
influencing employee commitment to the organization,
job satisfaction, and general quality of work life.
25 2002 Burke. R.J Observes that both women and men prefer working in
organizations that support work-life balance. Men
appeared to benefit more than women. Women stress
that work and family are both equally important and
both are the sources of their satisfaction. The author
suggests that the lesser stress the intention to quit will
be lower in the organization.
26 2002 Vloeberghs To meet employee expectations for flexible benefits that
help with their work-life balance the employers are
realizing for its responsiveness and taking innovative
measures.
27 2003 Fisher McAuley The information was gathered from two free,
et al. heterogeneous specimens of workers. The findings
indicated that having a lack of work-life balance was an
occupational stressor that leads to strains, including
feeling of overall work strain, job dissatisfaction, non-
work related reasons for leaving and turnover intentions.
28 2003 Stephen Individuals are stressing over individual issues at work
P.Robbins and contemplating work issues at home. This
recommend association ought to spend less exertion
helping representatives with time administration issues
and more exertion at helping them unmistakably section
their lives.
29 2003 Schimdt et al. The scope of instrumental climate selected in his study
includes access to resources and time control. Access to
 30

work space, funds, support staff, supplies and materials

are part of access to resources and whereas time control
denotes the ability of employees to control the time at
work and give priority to what they perceived to be the
most important task at hand.
30 2004 Hyman and He classified seven major problems which are
Summers associated with current practices over work-life balance
these are unevenness of adoption across different sectors
and organizations, lack of standard policies at
organizational level, restricted employee involvement in
the implementation of policies, policies are not
primarily to meet employees but only business needs,
there is no reduction in working hours, tangible and
intangible work intrusions into domestic life , domestic
responsibilities are done by women irrespective of their
employment status.
31 2004 Basant and Rani Because of expanded rivalry and globalization, created
nations are outsourcing a large number of the exercises
to the creating nations. India is the pioneer in such
manner. Ladies are finding expanding work in
exchange, back, land and different business
administrations, notwithstanding IT Occupations.
32 2004 Rajadhyaksha Their focus has been on rural and underprivileged
and Smita women. The other path of psychosocial research
conducted from a role theory perspective has largely
examined work and family relations within urban
settings. There has been little cross-pollination between
these two streams marked by lack of cross-references in
published research studies.
33 2005 Hsieh et al. In his study investigates the view of Taiwan hotel
managers regarding personal work-life balance and its
relationship to various demographic variables, such as
gender and marital status. Thus found that there is no
significant differences between male and female
managers, nor there any significant differences between
married and unmarried male/female managers
34 2005 Wesley and In an investigation of 230 educators in a designing
Muthuswamy school in Coimbatore, India, found that work to family
 31

conflict was more predominant than family to work

conflict, in this manner demonstrating that porousness
of work into family was more than porousness of family
into work.
35 2005 Sharon Foley & In the study it is predicted, and found that perceived
Ngo Hang-Yue Organizational support is negatively related to both
family-to-work conflict and work-to-family conflict)
and there was positive relation between work stressors
and family-to-work and work-to-family. This study has
important practical implications that are quite
encouraging for organizations.
36 2005 Jack Welch "Work-life unevenness normally emerges out of an
absence of satisfactory time and/or support to deal with
the work duties and individual and family obligations.
37 2005 Drew and A significant number of senior men could designate
Murtagh family/minding exercises to their spouses, which was
unrealistic for dominant part of ladies in senior
positions. Subsequently men looked for work life
balance to determine, driving/work time issues. The two
men and ladies in senior administration perceived that
their own professions would be truly risked by taking up
work life adjust courses of action.
38 2006 Budhwar, Observes that Indian BPO organizations are affected
Varma et al. with high levels of employee turnover. The biggest
challenge faced by today’s employees is to maintain a
satisfactory level of work-life balance. The
contemporary work place is characterized by long
working hours and demanding work, resulting in work-
life imbalance.
39 2007 Grzywacz and They found that the parts approach created methodically
Carlson higher clarification rates than did the general
examination: for instance, on account of occupation
stretch, the separate clarification rates were 45% as
against 18%. In this manner, it is suggested the
utilization of measures of work-family strife and work
family improvement for researching and evaluating the
experience of work-family adjust.
40 2007 Kinnunen and The outcomes shown that impedance from work to
 32

Mauno family was more common than obstruction from family

to work among both genders. Be that as it may, there
were no sex contrasts in encountering either work to
family or family to work struggle.
41 2007 Bloom et al. He stated that on average larger firms which are
typically more globalize have better work-life balance
practices and Employers are being encouraged to
enhance their business performance by introducing
work-life policies.
42 2007 Conklin and He developed a multidimensional scale to measure work
Desselle satisfaction an integral component of quality of work
life among 885 pharmacy faculty members and
determined its reliability and validity.
43 2008 Saad et al. He studied employee’s perception of their work life
quality in the university. Utilizing numerous direct
relapse just three QWL factors; seriousness of
occupation, confidence in hierarchical change, and
independence were fundamentally identified with work
fulfillment.
44 2008 Macky and It was additionally discovered that expanding the
Boxall accessibility of work life adjust strategies for
representatives did not enhance the connections when
strain to work longer hours was higher, and workers felt
more noteworthy work life discomfort.
45 2008 Fuß et al. He opines that the significant predictor of work
interference in family was the socio demographic factor
of age group The younger participants, have the higher
perceived work interference in family.
46 2009 Burke and The ILO concluded that health and family enhancement,
Cooper mistakes in the workplace, increase in productivity,
employee efficiency and less accidents are the benefits
for working shorter hours.
47 2009 Rebbecca He opines that the perception about balance of life is
Bundhun different between Women and men. As women tends to
be devoting more time to family, while men spend more
time in pursuing personal interests. Work-life balance
reflects in establishing an accord of an individual’s
interest and on one’s work and personal life.
 33

48 2009 Sanghamitra Meeting contending requests of work and family isn't

Buddhapriya tiring yet can be upsetting and can prompt disorder and
truancy. It unavoidably influences profitability.
49 2009 Steiber They found that time-based work requests were
unequivocally connected with the experience of work-
family conflict both among women and men. It was
additionally discovered that a high level of control over
how one's every day function is sorted out ('occupation
independence') helped individuals to better co-ordinate
the time requests of their work and family parts,
however such an impact was discovered just for women.
50 2009 Islam and They conducted an exploratory study on the influence of
Siengthai worker’s quality of work life on job satisfaction and
organizational performance and it was found that QWL
related to employee job satisfaction is positive and
significant.
51 2009 Anbarasan and
Mehta They identified job awareness and commitment as one
of the five factors to estimate the perception on the
quality of work life in reference to the organizational
characteristics. This factor had significant positive
correlation with quality of work life.
52 2010 Namayandeh They analyzed the impacts of individual foundations, for
and Yaacob example; age, work understanding and length of
marriage on WIF and FIW. This investigation
additionally determined that women’s medical
attendants with more seasoned age, more years of
employment experience, and longer span of marriage,
saw bring down level of WIF and FIW.
53 2010 Insights on The Government of India has embraced a few activities
Women in India to offer help to working ladies. Some of these activities
are: Rajiv Gandhi National Crèches Scheme for the
Children of Working Mothers ,Working Women's
Hostels with Day Care Centers
54 2010 Saufi et al. Explored the level and relationship between quality of
work life with employee’s job involvement and
effective commitment and was found that working
conditions and opportunities at work had most
 34

significant relationship with job involvement and

effective commitment.

55 2011 Rathi et al. Investigated the relationship of QWL, organizational

commitment and psychological well-being. The results
of the study revealed that QWL was positively and
significantly related with organizational commitment
and psychological well-being, and makes a theoretical
contribution into understanding this relationship.
56 2011 M Sayeed Alam Investigates the work-family conflict (WFC) of women
et.al. managers in Dhaka. From this investigation it is
uncovered that more extended working hours influence
work family adjust straightforwardly and kids are the
most noticeably awful casualties of this WFC.
57 2011 Kei Nomaguchi In their study found that over half of spouses’
& Melissa A. overestimate or underestimate each other’s work-family
Milkie conflict. Husbands are more likely to overestimate than
underestimate wives’ work-family conflict.
58 2011 Murphy and They revealed that it is not possible to measure work-
Doherty life balance in an absolute way as there are personal
circumstances which influence the way that is
perceived.
59 2011 Thakur and They studied how people at organizations manage time
Surampudi at work which in turn affects their work-life conditions.
The results showed that the people had poor
understanding of time and lacked time management
which had negative effect on their performance at work
and home.
60 2012 Kasimatis and They investigated the effects of Work role and parenting
Guastello style on life satisfaction in midlife mothers. Result
indicated that Work role was found to be non-significant
in relation to midlife mothers’ life satisfaction, whereas
an authoritative parenting style was significantly
correlated to this same variable.
61 2012 D. Chitra, & V. Focused that Quality of Work Life is used as strategic
Mahalaksmi tool for acquisition and retaining the talent in many
organizations.
 35

62 2012 Masood and Identified the impact of various demographic factors on

Mahlawat the critical factors of work-life balance. The result
indicated the following: gender variable has significant
impact on organization critical factors for maintaining
the work-life balance, level of management variable has
significant impact on organization critical factors for
maintaining the work-life balance as nine out of ten
factors have significant difference on it, experience
variable has significant impact on organization critical
factors for maintaining the work-life balance as all
factors has significant difference on it.
63 2012 Thriveni et al. Determined the relationship between the demographic
variables and work life balance among women
employees in various professions like IT, BPO,
Marketing, Insurance, Banking and Education at
Bangalore. The findings revealed that there is a
significant relationship between all demographic
variables - age, experience, marital status, income, type
of family, number of dependents and perception of
work- life balance of women employees.
64 2013 Jaimini Sail and The workforce of today comprises of sizeable number of
Prajakta Pawar women population. These are the ones who not only
have to overcome the challenging situations at
workplace but at house work also, which has a
tremendous impact on the performance of work.
65 2013 Annam Akram This study examines the impact of work life conflict on
& Muhammad job satisfaction among doctors in the cultural context of
Hassaan Pakistan. The after effects of the investigation uncover
that there is a huge negative connection between work
to family obstruction and employment fulfillment. The
outcomes have been talked about with regards to
Pakistani culture.
66 2014 Smita Singh The present study strives to develop a reliable and valid
scale to measure the work/life balance among the
working professionals in north India. The data collected
from a sample of 114 service sector professionals, on
analysis, resulted in a 24-item scale with Cronbach
alpha value 0.908 and the reliability of subscales
 36

ranging from 0.968 to 0.798. The approved instrument

involves four measurements operationalized as Work
Spillover in Personal Life.
67 2014 Manju The current work force scenario is marked by the fast
Raisinghani & pace of change, intense pressure, constant deadlines,
Ranjit Goswami changing demographics, increased use of technology
and the work from home concept. The results show that
all these have either negative or positive relation with
work life balance or work life conflict.
68 2015 Aditi Thakur The study researches the impact of POS, role related
and Narsingh angles (over-burden, separation and stagnation) and
Kumar work inclusion on work-life adjust. The discoveries of
the examination recommend that representatives with
low self-adequacy may look for more authoritative help
in contrast with high self-effective workers.
69 2015 Navaneetha The study serves as a catalyst for future studies and
Krishnan theory building on the interaction between the work and
Kengatharn family domains. This research provides useful insights
to policy makers, practitioners and makes them aware of
the overarching area of work and family in the
contemporary world.
70 2015 Hilary G. Roche The study is to test whether approaching work-life
management with a particular frame differentially
affects an individual’s work life satisfaction when
presented with a scenario with multiple role demands. It
was found that enrichment, balance, and Proactive
reflection (proflection) frames will lead to significantly
more positive work-life satisfaction, whereas a conflict
frame will lead to significantly lower satisfaction,
compared to a control condition.
71 2016 A Chitra Devi The level of work-life balance was observed to be high
& Preethi for respondents who are in bring down age gatherings,
Seshadri in the lesser levels and with less years of experience.
Conjugal status and parental status were likewise found
to impact work-life adjust.
72 2016 Nguyen Respondents for this study were obtained from 49
ThiThuyLinh, employees from SOEs and 35 employees from FIEs in
The Choon Jin, Vietnam. Descriptive analysis, independent-sample t-
 37

Tee Poh Kiong test and hierarchical regression analysis were conducted
and Benjamin to analyze the data. The results of the study reveal that
Chan Yin Fah job satisfaction were found to be significantly different,
but work-to-family conflict and family to-work conflict
were not significantly differ between the employees
from and FIEs and SOEs. Thus it is found that cultural
value affects the link between work-family conflict and
job satisfaction to some extent.

2.2 STRUCTURE OF LITERATURE REVIEW – SUBJECT THEME WISE.

Table no 2.2

The review of the literature is structured in different prominent themes as listed below:

S.No Themes Reference No.

1 Work-Life Balance 2,3,4,10,12,18,36,39,40,44,58,59,66,67,
68,69,70,71
2 Quality of Work Life (QWL) 5,14,15,19,23,24,43,50,51,54,55,61
3 Job Satisfaction 11,19,22,42,50,54
4 Work Family Conflict (WFC) 6,7,11,13,17,34,48,49,52,57,65,72
5 WFC of Women 56
6 WLB Policies 41
7 WLB Approach / Needs of Employees and 16
Employers
8 Impact of Demographic factors on WLB 37,45,62
9 Job Commitment 23
10 Working Women WLB 9,31,32,25,47,53,63,64
11 No Gender Bias on WLB 21,33
12 Employee Flexible Benefits 6
13 Perceived Organization Support 24,35
14 Major Problems associated with current 30
Practices over WLB
 38

15 Individual Personality on Perception of Balance 20

16 Midlife Mother’s Life Satisfaction 60
17 Work Life History 1
18 Stress, Anxiety, Depression and Psychological 17,28
Strain

2.3 SUMMARY OF LITERATURE REVIEW

Seventy Two articles were studied for the review of literature. Different
studies on work-life balance in different industries revealed that there was
interdependence of work and family.

2.4 RESEARCH GAP

Review of related literature plays a significant area in undertaking the research. It
helps in clarifying and defining the problem, stating objectives, formulating hypotheses,
choosing appropriate design and methodology of research as well as interpreting the
results in the light of the research works already undertaken. In this chapter, an endeavor
has been made to provide an overview of various aspects of this study through the review
of existing literature.
The review is a rich amalgam of work life balance issues in various industrial
sectors and places in the world and in India. There are only two studies connected with
information sector. There is no specific study relevant to IT employees stationed at
Bangalore.
Therefore a study of work life balance of IT professionals at Bangalore which is
one of the biggest hubs in the country would be relevant and valuable.